jeff dalton david carrithers v2 member recognition start with the end in mind pmx aci 4 27 12
DESCRIPTION
Given at HR.com conf. 4-27-12TRANSCRIPT
Begin With The End In Mind
By:
Jeff Dalton - Paramax &
David Carrithers Affinity Center International
April 27, 2012 3:00 PM to 4:00 PM
Member Recognition
“The moment people in an organization are recognized, they will act to get recognition. The moment they realize that the organization rewards for the right behavior, they will accept it.” Peter Drucker - WSJ
Goal Of Session
• What drives successful employee programs• Clear understanding of a few key steps• Sharing on what works and what doesn’t • How to start your thinking & why• A little effort up front has huge payoff • Change is the only constant
Basics Of Motivation
Positive, Immediate and Certain Change requires a motivator - what gets rewarded
gets done Award needs to have meaning and be beyond the
living basics Focus on moving the 80% on the Bell Curve of an
organization to the right 5% to 10% A good program needs communications, program
administration and the right awards Employee programs need to take into account the
full potential earnings and desired behaviors
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Basics Of Motivation
Cash is limited in promotion value, long-term remembrance and excitement
The best programs reward the whole chain - employee, channel and customers
Make sure the reward is truly a reward.
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Maslow’s Hierarchy of Needs
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Move beyond the basics Tap into the psychic Reward the complete person People want to feel recognized
The Behavioral Model
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What gets rewarded gets done Identify the desired behavior modification Communicate the desired state What gets tracked gets repeated Reward the outcome
Do This Get That!
The Bell Curve
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Focus on the middle 80% Move the organization 5% to
10% to the right Top performers will always
perform Turn those just below the top
into top performers
Employee Program Background
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Types of Programs:■ Attendance■ Suggestion■ Quality■ Safety■ Service Anniversary■ Employee/Sales Referrals■ Honor & Recognition■ Productivity■ Teambuilding■ Customer Service ■ Gift■ Training/Certification■ Consolidated “Umbrella”
Participants:
■ Tend to be non sales,
such as production and
service
■ Safety focuses on
drivers, service repair
personnel, &
manufacturing plant
employees
Employee Program Background
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Target Industries: Manufacturing Utilities Telecommunications Healthcare Financial Automotive Service
Typical Owners Of Programs: Human Resources or Personnel Director Quality Officer Director of Safety, Loss Prevention General Manager, Manufacturing Plant
Program Length:■ Longer-term up to 1 year
(w/ monthly/quarterly
payouts)
■ Lends to yearly renewals
Average Payout:■ Smaller payout than sales
programs
■ $200-$300/year for single
programs
KeepIn Mind• Reward is not
compensation• Under paid cannot be
fixed with a reward program
• Cash can be part of program mix but no more than 20%
Surveyed 1,000 people and asked “Have you ever received a cash reward from your employer and if so what did you do with the cash?”
Rewards Are Key!• Do you truly understand
your employee base and what motivates them?
• Get beyond “I want cash” mentality to what they want to gain access to what truly motives the employee
• Liberate the award earner – give them choice
Surveyed 1,000 employees on rewards
Works?
Doesn’t•One size fits all rewards•Complicated rules•Manual tracking programs •One program at a time focused•Doing too much with too little
Does•Offering reward choice•Mixing recognition with incentives•The whole organization into the program (peer to peer, cost savings, top performer, etc.)•A program not a one time event
What is a Recognition System?
A Web Portal Provides managers and employees the
opportunity to send accolades, thank- you’s, acknowledgments & appreciation to each other
Provides information to all employees in all aspects of the Recognition Program
Provides 2 way communication with management with survey and quiz/training tools
Provides an awards catalog for tangible awards
What Is A Recognition System?
Check List
Do a review and analysis of all programs/efforts for past three years – what’s worked/ not worked
Survey employees to find out what motivates them (beyond cash) and be honest with yourself
Do you have a platform for your program that makes it easy on you and the organization to motivate behavior
Clearly define the behavior(s) you want to see and is the program driving these results and is this clear to the employee
Key Program Development Thinking
Ease of understanding – what is the behaviorEase of redemptionEarning reward in a reasonable time frameDo you understand what motivates your
employeesIs the reward befitting of the behavior changeMore than rewards - recognition
Thank You!
Jeff Dalton, CEO
Paramax
http://www.pmx.com
732 224 1048 Ext [email protected]
David Carrithers, President
Affinity Center International
www.AffinityCenter.com