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Changing your company’s culture is a
marathon, not a sprint. And you wouldn’t
run a marathon without stretching, right?
Set business objectives
Define corporate values
Identify desired behaviors
Set a budget
Survey your employees
to find out what kinds of
recognition will motivate
them the most
Before you tackle the Employee
Success obstacle course, try these
Your employees are your business, but creating a recognition-rich culture that amplifies brilliant performance can be a
challenge. We’ll help you navigate the recognition obstacle course to fuel Employee Success™—a win-win scenario
that improves employee engagement and drives successful business results—and get you to the finish line. Let’s go!
OVERCOME THE OBSTACLES OF
TACKLE THE RECOGNITION OBSTACLE COURSE AND TURN DISENGAGEMENT INTO RESULTS
OVERCOME THE OBSTACLES OF
Think again! Recognition drives employees’
intrinsic motivation to achieve, increasing
their engagement and amplifying key
behaviors that drive results—especially
when recognized by peers. Enable peer-
to-peer recognition in your organization
to abolish top-down hierarchy and allow
everyone to participate.
Saying “thank you”
Sending an email
Leaving a voicemail
Writing a card
Giving a gift certificate
If you have time to refill your coffee cup, then you have time
to recognize someone for a job well done. There are multiple
ways to recognize that take less than 2 minutes:
Recognition programs cost less than you think, and will save your company far more
than you spend.
When you consider that disengaged
employees cost the American
economy up to $350 billion per year
in lost productivity8
, you can’t afford
not to create a culture of engagement.
A good rule of thumb is to
budget 1-3% of an employee’s
base salary for recognition7
Remember, you’re on the same team: you both want to drive business success. Buy-in
from the senior leadership is critical to the success of your program, so explain to them
what a successful recognition strategy can do for their bottom line.
Managers are actually the most crucial piece of the Employee Success puzzle—for
better or worse, no one else has as large an impact on company culture.
1. “Hewitt point of view: What Makes a Company a Best Employer?” Hewitt and
Associates. 2009. Web. 8 Apr 2013
2. Lockwood, Nancy R. "Leveraging Employee Engagement for Competitive
Advantage: HR's Strategic Role." HRMagazine Mar. 2007: 1-11. SearchSpot.
ABI/INFORM Global (PQ). McIntyre Library, Eau Claire. 28 Mar. 2013
3. Towers Watson: The Power of Recognition from Managers (October 2010)
4. Watson Wyatt’s (Towers Watson) Study of three million employees, as quoted in
Forbes magazine (2004)
5. National Business Research Institute,
Global (PQ). McIntyre Library, Eau Claire. 28 Mar. 2013
6. Bersin, Josh. "Predictions for 2013."Bersin by Deloitte, Deloitte Consulting LLP.
Web. 28 Mar. 2013
7. Recognition Professionals International (RPI). Web. 28 Mar. 2013
8. Karsan, Rudy & Kruse, Kevin (2011). WE – How to Increase Performance and Profits
through Full Engagement.
Get more tips to maximize your Employee Success strategy at www.achievers.com.
You overcame the obstacles of disengagement!
You’re ready to launch your recognition strategy,
but don’t stop now—keep training and you’ll
improve your future performance.
Your training regimen:
Solicit feedback from employees
Set benchmarks and checkpoints
Plan for ongoing optimization
Solution: Get rid of that ad hoc
Franken-system and consolidate your
efforts into one online program.
Once you identify the behaviors your
recognition system will reinforce, you
can generate reports to measure the
change in those benchmarks over time.
WHAT YOU WANT HOW TO MEASURE IT
Sales reports, KPIs
Employee engagement surveys
Employee retention reports
EMPLOYEES WON’T PARTICIPATE
SENIOR LEADERS DON’T SUPPORT RECOGNITION
OUR BUDGET IS TOO SMALL
NO ONE HAS TIME TO RECOGNIZE
MANAGERS DON’T FEEL IT’S THEIR JOB
THE WARM UP
READY, SET, GO!
THE FINISH LINE
WE CAN’T MEASURE SUCCESS
Educate managers on
why recognition is
important, and provide
training so managers
understand what’s in
it for them to jump
The good news: A culture of
recognition decreases involuntary
turnover by more than 30%.6
Three out of four people leaving
their jobs aren't quitting their
companies; they're quitting their
Strong manager performance in
recognizing employee performance
increases engagement by almost 60%.3
“Companies who recognize their
employees generate 27% higher
profits, 50% higher sales, and 50%
higher customer loyalty.”4
Organizations with high engagement
rates are 78% more productive than
Engaged employees are 87% less
likely to leave their organization.2
78% 87% 60%