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1. Best Employee Recognition
Yo u r C o m p a n y N a m e

2. Tableof
Content
2
Company Overview
‣ Current Situation in Our Company
‣ Company’s Revenue Per Employee (RPE)
‣ Employee Productivity Output for Last 4 Years
‣ Reasons for Low Productivity in the Company
Gap Analysis
‣ Survey to Know Employees
Dissatisfaction Level
‣ Why Employees are Dissatisfied in
their Job?
Steps Required for Employee
Recognition Program
‣ Step 1: Establish an Employee Recognition
Committee
‣ Step 2: Identify Award Programs and its Frequency
‣ Step 3: Identify Award Eligibility Criteria
‣ Step 4: Identify Award Selection Criteria
‣ Step 5: Communicate the Award Program
Best Employee Recognition Ideas
‣ Your Text Here
‣ Your Text Here
01
02
03
04
Factors to Consider Before Implementing
the Program
‣ Budget Provided to the Team Manager
‣ Number of Employees Within a Team
Implementation Plan
‣ Best Employee Selection Timeline
‣ Introducing Various Employee Recognition
Programs
‣ Evaluating Nominators Performance
‣ Rewards for Recognizing Employee Performance
Impact of Best Employee Recognition
Program
‣ Your Text Here
‣ Your Text Here
‣ Your Text Here
‣ Your Text Here
‣ Your Text Here
Employee Performance Measurement
Metrics
‣ Employee Performance Tracker
‣ Employee Performance Potential Matrix
05
06
07
08

3. Table of
Content
3
Company Overview
‣ Current Situation in Our Company
‣ Company’s Revenue Per Employee (RPE)
‣ Employee Productivity Output for Last 4 Years
‣ Reasons for Low Productivity in the Company
01

4. Current Situation in Our Company
4
The purpose of this slide is to provide a graph showing the production and sales over the last 4 years in the organization, also defining the rationale behind the decrease in production and sales within the company.
220
280
140
120
140
250
180
150
0 50 100 150 200 250 300
2017
2018
2019
2020
Amount (in thousand $)
Production Sales
Rationale behind decrease in
production & sales
12%
increase in turnaround time
24%
of the employees are unable to meet
their project deadline
32%
of employees feel lack of motivation
within the company
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5. Company’s Revenue Per Employee (RPE)
5
The purpose of this slide is to provide a graph wherein revenue per employee is calculated by dividing a company's revenue by its total number of employees leading to low productivity in the organization.
‣ Low RPE leads to low productivity for each
employee in the company.
‣ Add Text Here
‣ Add Text Here
Insights
275000
300000
315000
325000
1,571
1,333
1,050
714
0
400
800
1200
1600
2000
240000$
260000$
280000$
300000$
320000$
340000$
2016 2017 2018 2019
RevenuePerEmployee
Revenuein$
Years
Revenue RPE
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6. 6
The purpose of this slide is to provide the glimpse of the graph illustrating employee productivity, and hours worked over the last four years.
Employee Productivity Output for Last 4 Years
150
180
155
80
70%
95%
70%
45%
0%
25%
50%
75%
100%
0
50
100
150
200
2017 2018 2019 2020
TotalEmployeeProductivity
NumberofWorkedHours
Years
Hours worked Employee Productivity
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7. Reasons for Low Productivity in the Company
7
The purpose of this slide is to address the problems faced by the employees within the company leading to low productivity and dissatisfied employees.
The average
employee is only
working at
60% of his
total productivity
level
80% of
employees are
dissatisfied in the
organization
55% of
employees don’t
feel appreciated in
the company
25% of
employees thinks
there are
insufficient
incentives in the
organization
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8. Table of
Content
8
02 Gap Analysis
‣ Survey to Know Employees Dissatisfaction Level
‣ Why Employees are Dissatisfied in their Job?

9. Survey to Know Employees Dissatisfaction Level
9
The purpose of this slide is to provide a glimpse of the survey conducted by the HR to understand the employee dissatisfaction level within an organization.
No appreciation
Lack of Collaboration
In sufficient Job Perks
Management
Work Pressure
Work Life Balance
Salary
Survey was
conducted on
12th July 2019
626 Employees
responded to
the survey
How Satisfied are you with the following aspects of your job?
Very
Unsatisfied
Unsatisfied Neutral satisfied Very satisfied
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10. Why Employees are Dissatisfied in their Job? 1/2
10
This slide shows the results of the survey which depicts that most of the employees don’t feel appreciated and this leads to the dissatisfied employees.
43%
50%
48%
32%
18%
24%
44%
21%
64%
0.00%
10.00%
20.00%
30.00%
40.00%
50.00%
60.00%
70.00%
Company
Culture
Management Salary Work
Pressure
Lack of
Flexibility
No work life
balance
Insufficient
Job Perks
Lack of
Collaboration
No
Appreciation
SalesInPercentage(%)
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11. Why Employees are Dissatisfied in their Job? 2/2
11
This slide shows the results of the survey which depicts that most of the employees don’t feel appreciated and this leads to the dissatisfied employees.
Total Number of Employees - 626
43%
50%
48%
32%18%
24%
44%
21%
64%
Salary
Work Pressure
Lack of Flexibility
No work life balance
Insufficient Job Perks
Lack of Collaboration
No appreciation
Management
Company Culture
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12. Table of
Content
12
03
Steps Required for Employee
Recognition Program
‣ Step 1: Establish an Employee Recognition Committee
‣ Step 2: Identify Award Programs and its Frequency
‣ Step 3: Identify Award Eligibility Criteria
‣ Step 4: Identify Award Selection Criteria
‣ Step 5: Communicate the Award Program

13. Step 1: Establish an Employee Recognition Committee
13
The purpose of this slide is to provide the employee recognition committee's role to identify, develop, and implement a recognition program for their department. Here, equal number of employees/managers
should be considered to avoid biases.
01
John
Manager Marketing Dept.
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Sophia
Senior Analyst Research
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02 03
Name Here
Designation Department
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04
Name Here
Designation Department
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05
Name Here
Designation Department
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14. Step 2: Identify Award Programs and its Frequency
14
The purpose of this slide is to identify award programs and its frequency that complement the employees and the department.
Keys to Excellence Award Once in a month
Exemplary Performance Award Once in an year
Employee of the Year Once in an year
Outstanding Employee Award Twice in an year
Employee of the Month Once in a month
Superior Customer Service Award Six times in an year
Teamwork Award Thrice in an year
Add Text Here Once in an year
Award Programs Award Frequency
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15. Step 3: Identify Award Eligibility Criteria
15
The purpose of this slide is to determine award eligibility criteria such as length of service, employee status etc.
Full Time
Employees
1 year as Minimum
length of service
Employee can win same
award more than once in a
year with at least 3 months
of break for each award
Having less than 5
error in his work
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16. Step 4: Identify Award Selection Criteria
16
The purpose of this slide is to identify the selection process of the awards and help employees work towards setting goals so that they can be recognized. Different department will choose
selection criteria parameters according to their requirements.
‣ Outstanding dedication
‣ Competence
‣ Exceptional performance
‣ Add Text Here
‣ Ability and willingness to work positively,
respectfully, and effectively with others
‣ Ability to foster collaboration
‣ Add Text Here
‣ Consistently exceeds the expectations of
the position
‣ Performing at a level above & beyond
normal job requirements and
expectations
‣ Has made important & significant
contributions in their area
‣ Add Text Here
‣ Work together to achieve a goal
‣ Provide Creative Ideas
‣ Combining talents of separate units
‣ Add Text Here
Job Excellence
Customer Service
Exemplary Achievement &
Performance
Teamwork
Rating- 0 to 10 will be considered, 0 being
the lowest and 10 being the highest
Sophia will review and score the
nominations
John will make the final decision on the
winning nominations
Add Text Here
For Final Results:
Note: Different departments will choose selection criteria
parameters according to their requirements
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17. Step 5: Communicate the Award Program
17
The purpose of this slide is to provide ways of public announcements in their department regarding the award programs.
‣ Get creative with the office communication
‣ Announcing upcoming events and incentive awards
Department Bulletin Boards
‣ Issued by the manager or HR department
‣ Provides positive vibes to all the employees
Email to Department Employees
‣ Helps in recruiting and attracting the talent
‣ Add Text Here
Company Website
‣ Provides spotlight to achievers employees
‣ Promote a consistent culture of recognition
Department Meetings
‣ Should be eye - catching
‣ Informative and convincing
Award Program Flyers
‣ Keep your employees informed and up-to-date
‣ Provides employee benefits or perks information
Department Newsletter
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18. Table of
Content
18
04 Best Employee Recognition Ideas
‣ Your Text Here
‣ Your Text Here

19. Best Employee Recognition Ideas
19
The purpose of this slide is to provide the examples of employee recognition ideas which can be implemented by a manager within a team.
‣ Surprise appreciation
celebration
‣ Shout out on social media
‣ Newsletter
‣ Congratulatory email
‣ Run a press release
‣ Add Text Here
‣ Hidden praise
‣ Handwritten note
‣ Thank you meeting
‣ Send a video
‣ Add Text Here
‣ Add Text Here
‣ Add Text Here
‣ New job title
‣ Ambassador opportunity
‣ Ask for their help or opinion
‣ Special project
‣ Invitation to an executive meeting
‣ A raise
‣ A bonus
‣ Luxury vacation
‣ Tickets for an exclusive event
‣ Offer educational opportunities
Public
Recognition Ideas
1
Private
Recognition Ideas
2
Promotion & Similar
Recognition Ideas
3 4
Monetary & Other
Tangible Awards
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20. Table of
Content
20
05
Factors to Consider Before Implementing
the Program
‣ Budget Provided to the Team Manager
‣ Number of Employees Within a Team

21. Particulars Amount ($)
Budget Provided to the Team Manager
21
The purpose of this slide is to provide the estimate of the budget of the recognition program chosen by the manager, which is an important factor before implementing the award program.
Cost of Promotional Material 150
Cost of the Awards 400
Cost of Food 150
Cost of Facilities, decoration and equipments etc. 100
Administration Cost 300
Add Text Here xxx
Add Text Here xxx
Total Budget xxxx
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22. Number of Employees Within a Team
22
The purpose of this slide is to provide the details of the number of employees within a team, from which nominators will be chosen.
Key Insights: Introducing a total rewards system in a small to mid-size company will require fewer logistics than doing so in a large-scale organization
A
B
C
D
Team
Text Here
‣ Add Employee Name ‣ Add Employee Name
Text Here
‣ Add Employee Name ‣ Add Employee Name
Text Here
‣ Add Employee Name ‣ Add Employee Name
Text Here
‣ Add Employee Name ‣ Add Employee Name
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23. Table of
Content
23
06
Implementation Plan
‣ Best Employee Selection Timeline
‣ Introducing Various Employee Recognition Programs
‣ Evaluating Nominators Performance
‣ Rewards for Recognizing Employee Performance

24. Best Employee Selection Timeline
24
purpose of this slide is to provide the glimpse of the best employee selection timeline wherein a visual representation of a sequence of activities to be performed is provided along with the
date of implementation.
25th
July 2020
29th
July 2020
4th
August 2020
8th
August 2020
Creating the Budget
Plan
Introducing Recognition
programs in the Department
Preparing the
Nominators list
Evaluating the Nominators
Performance
Preparing the Employees
Result
Presenting the Award to the best
suitable Employee
23rd
July 2020
20th
July 2020
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25. Introducing Various Employee Recognition Programs
25
The purpose of this slide is to provide the glimpse of different employee recognition programs offered according to the department requirements.
Programs
Finance
Department
Research
Department
Annual Programs
‣ Better analytical ability
‣ Ease with Technology
‣ Add Text Here
C
‣ Understand the topic and research plan
‣ Quality of work
‣ Add Text Here
One-Winner Programs
B
‣ Targets achieved
‣ Quality of customer service
‣ Add Text Here
Employee of the Month Program
A Marketing
Department
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26. Evaluating Nominators Performance 1/2
26
The purpose of this slide is to provide a glimpse of the factors which will help to evaluate employees performance on the basis of which the best performer will be chosen.
Relations with Others
Attitude-Application to Work
Judgment
Dependability
Ability to Learn
Quality of Work
Serves Clients/Customers
Works with Diversity
Punctuality
Attendance
Negotiating/Problem Solving Ability
Employee’s Overall Performance
Factors Evaluating Employees Outstanding Good Average Poor
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27. Evaluating Nominators Performance 2/2
27
The purpose of this slide is to provide a glimpse of the factors which will help to evaluate employees performance on the basis of which the best performer will be chosen.
How easily an employee is reachable for while trying to find answers to your doubts
and questions?
4 3 5 4
How trustworthy is the individual? 4 2 3 1
To what degree the person will contribute to a friendly work environment? 5 4 4 2
How concerned is the person about their colleague’s welfare? 3 1 4 3
How warm is the individual with the team members? 4 3 2 2
How much of a team player the person is? 3 1 1 3
How satisfied is the person with his team? 4 3 1 3
Add Text Here 4 2 3 2
How fairly does the individual treat others, regardless of their sexual preference? 5 3 4 3
How objective is the individuals when delegating tasks? 4 2 2 2
Total 40 24 29 25
1 = Lowest 5 = Highest
Candidates
1 2 3 4
Questions
Key Insights: Candidate A is best suitable for the title of the program
Credibility
Respect
Fellowship
Identity
Equality
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28. Awarded to
Recipient Name
Awarded by
Your Organisation name here
Well done. Excellent work this month & you are an example to your colleagues.
Keep it up.BEST EMPLOYEE
Rewards for Recognizing Employee Performance
28
The purpose of this slide is to publicly praise and reward the best employee with something meaningful which will attract and retain the employees.
Gift Card Parking
Space
Plaque (Public
Display)
Cold Hard
Cash
Certificates One-on-
One Lunch
with CEO
Free Day off
Trophy
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29. Table of
Content
29
07
Impact of Best Employee Recognition Program
‣ Your Text Here
‣ Your Text Here
‣ Your Text Here

30. Impact of Employee Recognition Program
The purpose of this slide is to publicly praise and reward the best employee with something meaningful which will attract and retain the employees.
Increase8%
in productivity as employees will
be recognized in a timely,
appropriate fashion
Quicker19%
turnaround time
Rise12%
in better customer service
ratings due to less complaints
from the clients
High16%
Quality
products or services
34%
in employee engagement
Increase 21%
employee retention since
comfortable work environment
and culture is provided
Enhanced
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31. Table of
Content
31
08 Employee Performance Measurement Metrics
‣ Employee Performance Tracker
‣ Employee Performance Potential Matrix

32. Employee Performance Tracker
32
The purpose of this slide is to provide various ways to track & measure employee performance levels & helps to choose low, average, good & high performers.
Employee Name Rating Mark
Employee 1 94
Employee 2 87
Employee 3 72
Employee 4 68
Employee 5 65
Employee 6 59
Employee 7 53
Employee 8 45
Employee 9 27
Employee 10 18
3500
4100
4500
10000
0
2000
4000
6000
8000
10000
2016 2017 2018 2019
Performance Levels
Low Performers Average performers Good Performers High Performers
31%
41%
64%
86%
2016
2017
2018
2019
69%
59%
36%
14%
High Performers vs Non High Performers
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33. Employee Performance Potential Matrix
33
The purpose of this slide is to cover the employee assessment matrix based on employee’s potential and performance within an organization.
Key Insight:
‣ Helps to assess the current and
future value of employees and is a
helpful tool for succession
management.
‣ Add Text Here
‣ Add Text Here
‣ Add Text Here
Potential
High Needs Coaching High Potential Rock StarMedium
Questionable Fit Core Employee Star on the Rise
Low
Questionable Blocker Needs Development
Low Medium High
Performance
Candidate
2
Candidate
3
Candidate
1
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34. Best Employee Recognition
Icons Slide
34

35. 35
Let’s Have a
Coffee Break!
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by your own image. Just right click and replace image.
Let’s Start again in 30 Minutes
11:00 To 11:30

36. Additional
Slides
36

37. Total Rewards and Recognition Framework
37
The purpose of this slide is to provide a glimpse of the total reward tool kit covering various tangible and intangible reward elements offered by the company as per the employee performance.
‣ Base Pay
‣ Annual Bonuses
‣ Long-term Incentives
‣ Shares
‣ Profit Sharing
Pay
‣ Pensions
‣ Holidays
‣ Perks
‣ Flexibility
Benefits
‣ Training
‣ On-the-job Learning
‣ Performance Management
‣ Career Management
‣ Succession Planning
Learning and
Development
‣ Organization Culture
‣ Leadership
‣ Communications
‣ Involvement
‣ Work Life Balance
‣ Non-financial Recognition
Work Environment
Individual Communal
Transactional
(Tangible)
Relational
(Intangible)
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38. Company’s Productivity Overview
38
The purpose of this slide is to provide a glimpse of the company’s productivity overview.
80 82
65
29
25 24
15
8
20
0
10
20
30
40
50
60
70
80
90
Daily Weekly Monthly
Productivityinpercent
Years
03 Over Due01 Completed 02 Due In 2 Days
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39. Employee Performance Roadmap
39
Text Here
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05
Text Here
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02
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04
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03
Text Here
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01

40. 30 60 90 Days Plan
40
30
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First 30 days
60
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First 60 days
90
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First 90 days

41. Monthly Timeline with Task Name
41
Jan Feb Mar Apr May June July Aug Sep Oct Nov Dec
Task Name -
Task Name
Task Name -
Task Name -
Task Name -
Text Here
Text Here
Text Here
Text Here
Text Here
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42. Financial
42
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Maximum
70%
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Medium
90%
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Minimum
50%

43. About Us
43
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Target Audiences
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Preferred by Many
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Value Clients
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We are Creative

44. Our Vision Mission Goal
44
Our Vision
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01
Our Goal
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03
Our Mission
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02

45. Location
45
China 10 Year Growth
10%
20%
China
30%
80%
Australia 10 Year Growth
Australia
Text Here
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46. Lego
46
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01
02
03
04

47. Comparison
47
Facebook
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LinkedIn
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48. Venn
48
Your Text Here
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Your Text Here
Your Text Here
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49. Bar Chart Template
49
70
65
40
45
35
25
19
30
50
18
0
10
20
30
40
50
60
70
80
90
100
FY '16 FY '17 FY '18 FY '19 FY '20
SalesInPercentage(%)
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01 Product
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02 Product

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50
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