As the focus on employee experience gathers momentum, discover how good old recognition pays off.

1. Impact of recognition
on employee experience
Author: Rani Joseph

2. This is Chris Kempczinski

3. When he was appointed the new CEO of
McDonald’s in November 2019

4. The first thing he did was to send out a
heartwarming email to all his employees.

5. The mail started off with ‘I am particularly
fortunate to be surrounded by such a talented
team’ and ended with ‘Thank you for your
commitment to McDonald's and for all you do
every day, across more than 100 markets, to drive
us forward and help us reach our incredible
potential.’

6. Great leaders like Chris would vouch for the role
recognition plays in driving employee motivation
and the overall employee experience.

7. Theory 1:
Leveraging technology for social recognition.

8. The ‘Designing employee experience’ report by the
IBM Institute for Business Value sorts employee
experiences into three different spheres: social
sphere, work sphere and physical sphere.
As per Capterra listings, about 50% of these
employee social platforms available in the market
have ‘social recognition’ as a key feature.
The intersection
of social sphere
and work sphere
SOURCE: IBM Institute for Business Value

9. Theory 2:
Role of recognition in the ‘purpose economy’

10. PWC ‘s employee experience model states that
sense of purpose can be tied to employee
recognition by:
1. Organisations can recognise ‘behaviors that
promote relationships and growth’ to help
modify the purpose-led culture.
2. ‘Recognizing individuals for a job well done’
can promote ‘a sense of belonging and
connection to others’.
3. ‘Rewarding/recognising delivery of results as
well as efforts’ affirms the employee’s ‘ability to
make an impact’ on the organisational goals.

11. Theory 3:
How recognition helps create a positive work
environment?

12. Deloitte uses design thinking to define, rather
re-define, employee experience.
Using this framework, Bersin by Deloitte
developed The Simply Irresistible Organization™
model that defines the ‘irresistible employee
experience’.

13. SOURCE: DELOITTE CONSULTING LLP

14. Panning into the Positive work environment
pillar, Bersin identifies ‘culture of recognition’ as
one of its four components - others being ‘flexible
work environment’, ‘humanistic workplace’ and
‘fair, inclusive, diverse work environment’.

15. Implementing a High Impact Employee
Recognition Plan
1. Who should give the recognition?
2. How should the recognition be given?
3. What should the frequency of this recognition
be?
4. When should employees be recognised?

16. Who should give the recognition?
In a recent workplace survey, employees claimed
that the most memorable recognition comes from
● Their manager (28%), followed by
● The C-suite (24%),
● Their boss’s boss (12%),
● Customers (10%) and
● Peers (9%)
shedding light on how even the C-suite should get
busy ‘Recognising’.

17. How should the recognition be given?
1. Public recognition that includes an award or a
certificate
2. Private one-on-one recognition from the boss,
peers or customers
3. Performance-based recognition
4. Promotions or increase in job responsibilities
5. Monetary awards (Note that this is the last of
the options)

18. What should the frequency of this recognition be?
Recognition that is frequent, as frequently as once
in seven days is recommended by the experts.
This timeliness conveys the significance of
employee achievement and helps reinforce values
that the organisation wants to drive.

19. When should employees be recognised?
The recognition strategy should be carefully
congruent with the purpose, brand and culture of
the company.
The recognition process should have an
inspirational value to it and should work to inspire
others.

20. To sum things up, let us look at a case of how a
market leader used recognition to transform their
employee experience (social sphere/ sense of
connection).

21. HRs of Luminous India wanted to nurture the
culture of collaboration to avoid departmental
silos - so as to remain agile to dynamic market
demands.

22. They created cross departmental peer-to-peer
recognitions and drove it across the
organisation. This initiative thrived - the
employees reinforced their collaboration efforts
and celebrated achievements together.

23. The success of this initiative is also attributed to
how it aligned with what each of them believed
Luminous was - a lean, high-performing and
humane company.

24. ABOUT US
Xoxoday offers Empuls, an employee engagement
software that helps HR leaders and CXOs to engage
meaningfully with their employees. This platform
helps them proactively build a culture of
collaboration, and keep employees motivated and
aligned.
To know more, please visit:
https://www.xoxoday.com.

25. Thank you