Learn how recognition will be used to support learning and development, and health and well-being initiatives, with employers using such programmes as a reward for good performance, or to promote such schemes by rewarding staff who engage with them.

1. Recognition for the
future workplace
Jamie King, Director, Global Rewards

2. > This morning
What is recognition?
How do we know it works?
01/ Why the opportunity is now?
• Changing workplace
• Changes in technology
02/ How Recognition can link in with
other HR priorities
• Performance management
• Talent Management
• Learning & Development
• Health & Wellbeing

3. What is recognition?

4. > What it’s not…
It’s not
Money
It should not be just a platform
Tool
It’s not
Reward

5. > It is…
Part of your broader
engagement activity
• Managers (meetings, thank
yous)
• Team dynamics
• Communications
• Talent Management
• Performance Management
• Learning & Development
… making it:
A talking point
An approach to work life.

6. A continuum of solutions…

7. > Personalised messages and ecards

8. > Personalised messages and ecards
Special occasion ecards

9. > Prize codes to bespoke portals

10. How do we know it works?

11. > Do your staff care?
Not engaged Actively
disengaged
Many considering
a new start
63% 24%
5
years

12. Bonuses?
Long Service?
Salary Sacrifice?
Discounts?
Nice managers?
Bean bags?
Recognition?
What
works
best?
> How to improve engagement

13. of employers maintain recognition
programmes have a positive effect
decrease in average turnover rate
> Recognition

14. How the changing workplace
is impacting Recognition

15. “Millennials”
Homeworking and flexible hours
Average length of service
Changing technology
> Changing workplace…

16. “Millennials”
Both a useful and not useful expression
Who are they?

17. “Millennials”
Some negative
stereotypes:
Believe themselves to
be misunderstood
overachievers
High expectations
Some positive
stereotypes:
Care more about
work-life balance and
ethical fulfilment
through work.

18. “Millennials”

19. would rather make $40,000 a year at a job they love than
$100,000 a year at a job they think is boring.
think they deserve to be recognized more for their work.
want feedback every week. This is over twice the percentage of
every other generation.
expect employers to provide them with learning opportunities
relevant to their job.
expecting to leave their employer in the next two years are
unhappy with how their leadership skills are being developed.
64%
8 out of 10
42%
58%
71%
“Millennials”

20. “Millennials”
The funny bits
want their co-workers to be their friends.
would sacrifice a friendship with a colleague if it meant
getting a promotion.
would quit a job on the spot if their employer asked them to
delete their Facebook page.
of executives give special attention to the particular wants
and needs of millennials.
88%
68%
34%
30%

21. > What does this have to do
with Recognition?
Different recognition strategies for different
generations and demographics.
By 2022, nearly a third of the workforce will be in
their 50s, 60s and 70s
For mature work force:
Recognition – one part of a company’s ‘Age Strategy’

22. > What do millennials want?
They ‘deserve’ more recognition
They want more regular feedback
They expect learning opportunities
They want to feel their job contributes to a bigger cause
They want friendship at work
They care more about Facebook than their job
They can’t stomach ‘boring’
Do we agree?
30% of executives give special attention to the particular wants and needs
of millennials.

23. > Recognition awards need to be…
- Inventive and fun
- Instant
- Fulfilling
- Tick off items on the ‘Bucket-list’
- Instant awards
- On the move
- Social media integration
- Celebration via ‘chat’ (Yammer etc).

24. Luxury hotel
and travel
awards…
> Not just retail vouchers…

25. The number of people working from home has
increased by a fifth in the last ten years.
Men account for the majority of home-workers;
but the biggest growth in this trend has been
among women (35% increase).
Homeworkers and partial homeworkers are more
likely to work in excess of their contracted hours.
> Homeworking and flexible hours

26. Challenges:
• Homeworkers are not visible. Extra effort to make them a part of the
team, or to join Team Recognition ‘moments’?
Opportunities for Recognition:
• Homeworkers can be more difficult to manage. Need to find non-
traditional ways to manage. Recognition might play a greater role.
• Homeworkers are more likely to work beyond contracted hours.
• Homeworkers often express greater existing levels of job satisfaction.
• Homeworking and flexible hours are appreciated. So can become the
award itself.
> What does this have to do
with Recognition?

27. > Flexible hours as the award itself

28. > Average length of service
Over 85% of
new hires make
their decision
to stay or leave
within the first 6
months
At 5 years,
many
consider a
new start
How long is long?

29. > How long is “long service”?

30. Changing technology…
The impact on Recognition

31. > Instant and mobile…

32. > Social recognition

33. > Benefits technology, integrated comms

34. Performance management
Talent Management
Learning & Development
Health & Wellbeing
> Other HR priorities

35. > This morning
What is recognition?
How do we know it works?
01/ Why the opportunity is now?
• Changing workplace
• Changes in technology
02/ How Recognition can link in with
other HR priorities
• Performance management
• Talent Management
• Learning & Development
• Health & Wellbeing

36. www.xexec.com 0845 230 9393
Thank you