This presentation is about planning for a successful recognition or incentive programme. By thinking about the programme as a whole you will benefit not purely by thinking about the desired end result or what to do about launching successfully but the entire journey. Sometimes programmes do take time to get going. People are creatures of habit, therefore it is easier and quicker to gain user adoption by motivating them to do more of what they already do rather than asking them to do something new. Nevetheless, if you’re firmly believe that the programme is important and it has been planned with full consideration you must stick to your guns and hold your nerve. Give the programme time to bed in, illicit feedback from the audience and modify or accelerate the communications activities planned.

1. David Gould
Managing Director
...more than just
rewards

2. Creating successful
reward and recognition
programmes
Strategy Execution Adoption

3. What is
your vision?

4. What do you want your
programme to be?
You will have company
objectives to achieve, so does
the programme encourage the
drivers and behaviours to
deliver these?

5. When investing in a programme which
engages employees and drives the right
behaviours to achieve your company’s
goals, it makes sense for the programme to
be for the long term.
The vision must include an identifier which
everyone taking part can relate to.
Be clear about your vision at the outset and
ensure it is communicated at every possible
opportunity

6. “Plans are
nothing;
planning is
everything”
- Dwight D. Eisenhower

7. In order to create a successful
programme, time needs to be
invested in the planning phase.
Planning is everything when creating
a programme and all too often this is
short circuited by the need to launch
as soon as possible, which can
prove to be a major inhibitor to
success

8. Project Timescales
Define a base collection of
milestones, working collaboratively
through each stage to keep your
project on track and manage
expectations.

9. Here is an example of a typical
programme timescale.
It details the elements of planning
required, from scoping, through to the
design phase and ultimately the
implementation phase.
This example presents a timeline of 6
weeks, but in reality, it could take far
longer

10. Project Timescales

11. Results & ROI
All components of the programme
need to be put in place at the
outset to track performance.

12. Results & ROI
What do you want to achieve from the
programme?
Is this aligned to the development of your
organisation?
What is a good balance between investment
in time, money and resources versus output,
or return from that investment?

13. Results & ROI
Dashboard
reporting
Surveys &
feedback
Programme
specific KPIs

14. Results & ROIResults & ROI
Determine the measures of success and the
targets needing to be set early on, and what
that represents in terms of a step change to
current culture or performance.
Be clear about what you need to see to chart
the progress within the programme, so you
can see if you are on the right track.

15. Making it work

16. Engagement
One of the challenges is ensuring
that the programme captures the
attention of the target audience for
the full duration.
To make it work, engaging
participants is critical

17. Communication
From a high impact launch to
consistent, regular, stimulating
communications, the aim is to
stimulate individuals to engage
with the programme.
Make people sit up and take notice
– create the hype and hit the spot!

18. Online

19. Offline

20. Events

21. Gamification

22. Hold your nerve
Sticking to the principles of the
programme is vital for embedding
it into an organisation so that it
becomes part and parcel of daily
life.

23. Spend more time
planning at the outset
…to ensure successful execution!

24. Contact us today
www.corporaterewards.co.uk
Email us: enquiries@corporaterewards.co.uk
Call us:
0370 405 2020
Connect with us on LinkedIn:
corporate-rewards-uk