Download CRP Course I - PowerPoint 1-16-07

Structuring
Recognition
Programs for
Success
Best Practices Standards =
Effective Program Design
Introduction
Housekeeping items
–Restroom locations
–Breaks
–Lunch
–Cell phone use
– Questions welcome
– Balance between
content and sharing
– “Parking lot” for
ideas
2
Introduction
Purpose
– Seven Best Practices overview
– Framework for
3
Introduction
Learning Objectives:
– List and describe the Seven Best Practices
Standards
– Distinguish the difference between recognitionrelated terms
– Name general components
– Develop strategies for performance improvement
– Use the tools and methodologies provided in the
class for positive recognition program results
• Incorporate at least three action items
• Align recognition strategies to business objectives
4
Introduction
Session components:
– Introduction
– Background research and resources
– Seven Best Practices Standards overview
– Activities
– Actual case studies
– Progress checks and review
– Testing
5
Introduction
Materials:
– Major Best Practices concepts and data,
– Worksheets,
– Action planning sheets,
– Progress checks,
– Reference and resource suggestions, and
– Participant evaluation
6
Introduction
• Introduce self
– Name, organization, city/state
– Professional function
– Time in recognition
– Recognition-related passion
• Time to connect at breaks and
throughout conference
7
Introduction
Basic Agenda
–
–
–
–
–
–
Introduction
#1 Strategy
Break
#2 Management Resp.
#3 Measurement
Lunch
–
–
–
–
–
–
#4 Communication Plan
#5 Recognition Training
Break
#6 Events/Celebrations
#7 Change and Flexibility
Course review;
preparation for exam
– Multiple-choice Exam
8
Introduction
Vision
The NATIONAL ASSOCIATION FOR
EMPLOYEE RECOGNITION is the leading
resource for making employee recognition
an integral part of every organization’s
business and people strategy.
9
Introduction
Mission
To make employee recognition an integral part of
every organization’s business and people strategy.
Dedicated to the enhancement of workplace
performance through recognition, NAER provides
information, research, education, best practices, and
a forum for networking, and benchmarking to foster
the use, effectiveness, and enthusiasm for
recognition.
10
Introduction
Exercise
– Bottom of page 3
– With partner
– Matching
11
Introduction
Glossary of Terms
Recognition (C)
– After-the-fact display of appreciation or
acknowledgement
– Of individual’s or team’s desired behavior, effort or
result
– Supports organization’s goals and values
Award (B)
– Item given to individual or team
– For achievement
12
Introduction
Glossary of Terms (continued)
Celebration (E)
– Planned or spontaneous event
– Recognizing individual or team
achievement
13
Introduction
Glossary of Terms (continued)
Reward (A)
– Item given to individual or team
– For meeting pre-determined goal
– Sometimes cash-based
Incentive (D)
– Contingent reward
– Based on achievement of pre-determined results
– Specific time period
14
Introduction
Other Awards:
–
–
–
–
Malcolm Baldrige
100 Best Companies
Working Woman
BEST (ASTD)
Benefits:
–
–
–
–
Benchmarking
External recognition
Internal recognition
Internal audit to go
through the process
– Baseline
measurements for
improvement
15
Introduction
Seven Best Practices Standards:
1.
2.
3.
4.
5.
6.
7.
Recognition Strategy
Management Responsibility
Recognition Program Measurement
Communication Plan
Recognition Training
Recognition Events and Celebrations
Program Change and Flexibility
16
Introduction
Prework results by Standard (10-point scale)
1.
2.
3.
4.
5.
6.
7.
5.0 Recognition Strategy
Management Responsibility
Recognition Program Measurement
Communication Plan
Recognition Training
Recognition Events / Celebrations
Program Change and Flexibility
5.2
17
Introduction
NAER/WorldatWork joint survey – 2005
– Previous 2002, 2003
– Survey sent electronically to:
• 2,708 WorldatWork members and
• 599 NAER members
– 614 responses were received (19%)
– 95% confidence interval, with a margin of
error of +/- 4%
18
Introduction
Report divided into five sections:
– Screening questions
– Strategy, goals and measures
– Structure and types of programs
– Program administration and support
– Program communication and training
19
Introduction
Key Survey Highlights
– Recognition is important
– 92% say recognition is occurring more than
12 months previous
– Nearly half are considering adding new
recognition programs
20
Introduction
Demographics
Prework
Survey
Size of company
>100
100 – 499
500 – 999
1,000 – 2,499
2,500 – 4,999
5,000 – 9,999
10,000 – 19,999
20,000 or more
%
%
%
%
%
%
%
%
13%
15%
6%
17%
16%
12%
6%
16%
21
Introduction
Demographics
Prework
Survey
Industry
Services
Manufacturing
Finance/Insur.
Transp./Utility
Public Admin.
Retail
Wholesale
Other
35%
0%
22.5%
10 %
5%
2.5%
2.5 %
22.5%
35%
24%
18%
7%
6%
4%
2%
5%
22
Introduction
Demographics
Prework
Survey
Responsibility
Sr., Dir., VP
Mgr./Assist. Dir.
Sr. Analyst/Analyst
Supervisor
Consultant
Educator
Other
%
%
%
%
%
%
%
33%
33%
22%
5%
5%
0%
2%
23
Introduction
Key to Job Satisfaction
– 40% loss of top talent in next 5 years
– Lowest job satisfaction level recorded
– Lack of appreciation = 34% leave
– Performance improvement 90% with praise
24
Introduction
Pay and Promotion
– Compensation not key indicator
– Market pay = price of admission
– Recognition, good management, and
opportunity are key
– 3% of base salary differentiates average
from outstanding performance
25
Introduction
Trust
– 40% distrust management
– Employees in small to mid-sized
companies most dissatisfied
– Employees leave due to lack of
opportunity, feedback, recognition, security,
and training
– Little difference in generational motivation
factors
26
Maslow’s Traditional Pyramid
Self-Actualization
Esteem
Social
Safety
Physiological
Organizational Pyramid
Advancement and Growth
Recognition
Acceptance
and Involvement
Location and
Working Conditions
Compensation
and Benefits
27
Introduction
First Progress Check – Page 13
#1-5 – Write in correct term
#6 & 7 – Multiple choice
28
Introduction
Progress Check Questions – Page 13
1.
2.
3.
4.
5.
6.
7.
_________ Item to commemorate specified achievement
(Non-$)
_________ Item for meeting pre-determined goal
(Sometimes $)
_________ Event to recognize achievement.
_________ After-the-fact appreciation for desired
behavior, effort, result that supports goals and values
_________ Contingent reward based on achievement of
pre-determined results within specific time.
Required standard?
Organizational Pyramid foundation?
29
Introduction
Progress Check Answers
1.
2.
3.
4.
5.
6.
7.
AWARD - Item to commemorate specified achievement
(Non-$)
REWARD - Item for meeting pre-determined goal
(Sometimes $)
CELEBRATION - Event to recognize achievement.
RECOGNITION - After-the-fact appreciation for desired
behavior, effort, result that supports goals and values
INCENTIVE - Contingent reward based on achievement
of pre-determined results within specific time.
Management Responsibility is required – D
Compensation and Benefits – B
30
Standard #1 – Recognition
Strategy
Learning Objectives:
– Distinguish between senior management
and managerial responsibilities
– List five key components
– Name the three recognition dimensions
– Incorporate at least three action items
31
Standard #1 – Recognition
Strategy
Prework rating reminder:
Group Average =
32
Standard #1 – Recognition
Strategy
Key Recognition Strategy Components
1.
2.
3.
4.
5.
Linkage to business strategy
Three-dimensional
Procedures
Objectives
Continuous Improvement
33
Standard #1 – Recognition
Strategy
Recognition Strategy
Linkage to corporate vision, mission, and
values
34
Standard #1 – Recognition
Strategy
Recognition Strategy:
The organization establishes and maintains a
recognition strategy that provides employee
recognition at all organizational levels and is fully
documented. Each element of the program should
be focused on identifying employee
behaviors that advance the organization’s goals
and values, and recognizing and
promoting these behaviors.
35
Standard #1 – Recognition
Strategy
Recognition Strategy or NOT Exercise:
From the four statements on page 18
• Check YES, if you think it is effective
Recognition Strategy statement
• Check NO, if you think it is NOT
• Write in what you think would improve the
statement
36
Standard #1 – Recognition
Strategy
Three-dimensional Recognition
– Day-to-day
– Informal
– Formal
37
Standard #1 – Recognition
Strategy
Day-to-day
Frequent, ongoing. It may include thank-you
notes or forms that employees give to one
another or verbal praise. Designed to
recognize behaviors that support
organizational values.
All employees can participate in this kind of
recognition supporting recognition up, down,
and across the organization.
38
Standard #1 – Recognition
Strategy
Informal
Is for individuals or teams for progress
toward milestones, achieving goals or
projects completed. Celebrations may
include low-cost mementos or refreshments
as a way to celebrate achievements or
outstanding behavior. It is less structured
than Formal recognition, and reaches a
larger employee population.
39
Standard #1 – Recognition
Strategy
Formal
Consists of a structured program and defined
processes and criteria linked to organizational
values and goals. It has a nomination and selection
process and an awards ceremony where employees
receive public recognition and are presented in a
formal setting. Generally speaking, it is an annual
event, and only a small percentage of employees
are recognized.
40
Standard #1 – Recognition
Strategy
Three-dimensional Actual Application
On page 19, jot down examples from the video clip
– Day-to-day
– Informal
– Formal
41
Standard #1 – Recognition
Strategy
Formal Programs
42
Standard #1 – Recognition
Strategy
Percentage recognized annually
43
Standard #1 – Recognition
Strategy
Procedures:
– Recognizing day-to-day
behaviors
– Nominations
– Selection criteria
– Notification
– Selection
– Procedure for taxes
– Event planning
guidelines
– Process improvement
procedures
– Process for committees
and adding members
– Budgeting
– Tracking
44
Standard #1 – Recognition
Strategy
Written Strategy Behind Programs?
95% say their recognition strategy aligns
with their business strategy
45
Standard #1 – Recognition
Strategy
Program Objectives
46
Standard #1 – Recognition
Strategy
Best Practices White Paper
– Read the excerpt
– In the right-hand column, indicate either:
•
•
•
•
Strategy
Three-dimensional focus
Procedures
Program objectives
47
Standard #1 – Recognition
Strategy
Recognition Strategy Action Plan
–Three initial
• Tasks
• Responsibilities/resources
When return to reality – time for actual application
48
Standard #1 – Recognition
Strategy
Review
– Link strategy to vision, mission, values
– Provide 3-dimensional approach
– Document procedures
– Define objectives
– Build in continuous improvement
49
Standard #1 – Recognition
Strategy
Progress Check Questions – Page 29
1.
2.
3.
4.
5.
6.
7.
Strategy = linkage to . . .
Name 3 dimensions
Which matches low-cost mementos
Which NOT strategy
Informal includes nomination/selection
Formal includes public recognition
Complete strategy includes procedures
50
Standard #1 – Recognition
Strategy
Progress Check Answers
1. Strategy = linkage to VALUES
2. 3 dimensions = DAY-TO-DAY, INFORMAL,
FORMAL
3. INFORMAL matches low-cost mementos
4. COMPENSATION NOT strategy
5. Informal includes nomination/selection = F
6. Formal includes public recognition = T
7. Complete strategy includes procedures = T
51
Standard #2 – Management
Responsibility
Learning Objectives:
– Distinguish between responsibilities for
• Senior management and
• Management
– Name the five Management Responsibility
behaviors = SIRAR
– Identify three accountability actions
– Incorporate at least three action items
52
Standard #2 – Management
Responsibility
Prework rating reminder:
Group Average =
53
Standard #2 – Management
Responsibility
Leaders and Managers
– On page 31, check the action you think is
most closely related to either a
• Leader or
• Manager
54
Standard #2 – Management
Responsibility
Roles and Responsibilities
Senior Leaders
–
–
–
–
–
–
–
Do the right thing
Ask what & why
Establish direction
Align workforce
Motivate & inspire
Establish vision
Produce change
Managers
–
–
–
–
–
–
–
Do things right
Ask how & when
Plan & budget
Organize & staff
Control, problem solve
Day-to-day operations
Implement change
55
Standard #2 – Management
Responsibility
The Leadership Challenge
– Challenging the process
– Inspiring a shared vision
– Enabling others to act
– Modeling the way
– Encouraging the heart
56
Standard #2 – Management
Responsibility
Level of support
Average rating among all respondents was 5.1 on a
scale of 1 to 7
57
Standard #2 – Management
Responsibility
How senior management views
recognition
58
Standard #2 – Management
Responsibility
SIRAR
– Strategy
– Involvement
– Resources
– Accountability
– Review
59
Standard #2 – Management
Responsibility
SIRAR
– Strategy – defines, documents, objectives
– Involvement – supports, communicates,
and is involved
– Resources – provides to manage and
maintain
– Accountability – includes in agenda, hold
responsible
– Review – reviews for effectiveness
60
Standard #2 – Management
Responsibility
How Get Buy-In
•Someone who gets it
•Crisis
•Financial Benefits
Actions
– Business initiative
– Know challenges
– Bottom-line
measurement
– Declare a goal
61
Standard #2 – Management
Responsibility
Accountability
Actions
– Notes
– Linkage
– Performance
Objective
– Copies of notes
– HR spot check
– Discussions
Actions (continued)
– Message clear
– 2-way reward
– New Manager
orientation
– Notes to families
62
Standard #2 – Management
Responsibility
Accountability
Results
– Reduced turnover
– Applicant waiting list
– External recognition
63
Standard #2 – Management
Responsibility
Exercise:
– From the video, write down general
impressions about:
What does management do to exhibit support
and responsibility?
64
Standard #2 – Management
Responsibility
Recognition Professional Responsibilities
– Design program
elements
– Establish practices and
procedures
– Negotiate with vendors
– Negotiate with labor
organizations
– Create and administer
budgets
– Plan and conduct
assessments and
analysis
– Schedule, plan,
facilitate events
– Maintain alignment
– Develop measures
– Develop ROI
– Provide data
65
Standard #2 – Management
Responsibility
Best Practices White Paper
– Read the excerpt
– For future action planning
66
Standard #2 – Management
Responsibility
Create a Management Responsibility
Action Plan = SIRAR
– Tasks
– Responsibilities/resources
67
Standard #2 – Management
Responsibility
Review
– Define and document policy
– Support, communicate, become personally
involved
– Identify and provide resources
– Include in agendas. Hold responsible
– Review periodically
68
Standard #2 – Management
Responsibility
Progress Check Questions – Page 43
1. Similar skill sets
2. Management commitment = above
moderate
3. Involvement = participation and
communication
4. Which = Management Responsibility?
5. Which NOT part of Leadership
Challenge?
69
Standard #2 – Management
Responsibility
Progress Check Answers
1. Similar skill sets = F
2. Management commitment, above
moderate = T
3. Involvement = participation and
communication = T
4. Which Management Responsibility? = A
5. Which NOT part of Leadership
Challenge? = B
70
Standard #3 – Recognition
Program Measurement
Learning Objectives:
– Identify potential measurements
– Distinguish between quantitative and
qualitative measurements
– Incorporate at least three action items
71
Standard #3 – Recognition
Program Measurement
Prework rating reminder:
Group Average = 4.5
(4th out of 7)
72
Standard #3 – Recognition
Program Measurement
Process-Improvement Cycle
ACT
PLAN
CHECK
DO
73
Standard #3 – Recognition
Program Measurement
Why Measure?
Reasons
– Justify value
– Know effectiveness
of spending
– Measure to
maximize effort and
minimize costs
– Better decisions
Tips
– Measure with
integrity
– Learn from metrics
– Be realistic
– Communicate results
74
Standard #3 – Recognition
Program Measurement
Kinds of measurements
Quantitative
– Objective
– Numbers
Qualitative
– Subjective
– Social
75
Standard #3 – Recognition
Program Measurement
Exercise:
From the list of objectives/goals on page 48,
put an X in the column for things you think
you could be measured by:
• Quantitative
• Qualitative
• Both
76
Standard #3 – Recognition
Program Measurement
Program Objectives
77
Standard #3 – Recognition
Program Measurement
Measurements of Program Success
78
Standard #3 – Recognition
Program Measurement
Dashboard Example
– Categories
– Participation rates
79
Standard #3 – Recognition
Program Measurement
On-line Survey Example
– Department Survey Results
•
•
•
•
•
Reports
Score breakdown
Grouped scores
OE feedback
Suggestions
80
Standard #3 – Recognition
Program Measurement
Best Practices White Paper
– Read the excerpt
– In the right-hand column, put a checkmark
for things you would LIKE TO DO.
81
Standard #3 – Recognition
Program Measurement
Create a Program Measurement Action
Plan
– Tasks
– Responsibilities/resources
82
Standard #3 – Recognition
Program Measurement
Review
– Establish measurements linked to
objectives
– Include both quantitative and qualitative
– Document participation
– Document satisfaction
83
Standard #3 – Recognition
Program Measurement
Progress Check Questions – Page 56
1. Name the process-improvement cycle
steps
2. Describe
– Quantitative
– Qualitative
3. Increased retention primary goal?
4. ROI most common measurement?
84
Standard #3 – Recognition
Program Measurement
Progress Check Answers
1. Plan, Do, Check, Act
2. Describe
– Quantitative = objective
– Qualitative = subjective
3. Increased retention? F
4. ROI most common measurement? F
85
Standard #4 – Communication
Plan
Learning Objectives:
– Identify audiences (stakeholders), key
messages, and methods
– Incorporate at least three action items
86
Standard #4 – Communication
Plan
Prework rating reminder:
Group Average =
87
Standard #4 – Communication
Plan
Communications Resources
Generate a list of
• Internal
• External
resources to assist in recognition-related
communications
88
Standard #4 – Communication
Plan
Possible Resources
• Marketing
• Internal/employee
communications
• Human resources
• Managers
• Printing
•
•
•
•
•
Mailing
Legal
Finance
Purchasing
Other
89
Standard #4 – Communication
Plan
Communications Components
– Message - WHAT
– Audience – To WHOM
– Method – WHAT kind
– Resources and responsibilities - HOW
90
Standard #4 – Communication
Plan
Branding
– Logos
– Color
– Design
– Other?
91
Standard #4 – Communication
Plan
Branding – Sound Bites
– Benefits – competitive edge
– Marry Internal and External Brands
– Integration
– Start at the top
– Multiple touch points
– Assessments
92
Standard #4 – Communication
Plan
SEEBOARD Electric
Holistic:
–
–
–
–
–
–
–
–
–
Recruitment
Staff retraining
Innovative
R&R system
TV
Artwork
Community
Coaching
Executive availability
Results:
–
–
–
–
99% support
90% understand
88% recommend
92% proud
93
Standard #4 – Communication
Plan
Media used to communicate
94
Standard #4 – Communication
Plan
Best Practices White Paper
– Read the excerpt
– According to your “assignment”, put a
check in the column for:
• WHAT
• WHO
• HOW
95
Standard #4 – Communication
Plan
Communication Opportunities
– Launch
– Skill Building
– Procedures, forms
– News, information, reporting
– Program changes
– Reporting
96
Standard #4 – Communication
Plan
Continuous
Improvement and
Measurement
ACT
PLAN
CHECK
DO
97
Standard #4 – Communication
Plan
Create a Communication Plan Action
Plan
– For ONE of the categories, map out:
• WHAT message
• WHO is the audience
• HOW will it be communicated
98
Standard #4 – Communication
Plan
Review
– Communicate recognition strategy through
communications plan
– Leverage resources
– Outline messages, audiences, methods,
and resources
– Create own branding
– Use a variety of vehicles
99
Standard #4 – Communication
Plan
Progress Check Questions – Page 72
1. Variety of resources needed?
2. Handbooks most commonly used
vehicle?
3. Describe branding.
4. Three recognition-related messages
100
Standard #4 – Communication
Plan
Progress Check Answers
1. Variety of resources needed? T
2. Handbooks most commonly used
vehicle? F
3. Describe branding. Distinctive look
4. Three recognition-related messages
•
Launch, skill building, procedures, news,
changes, reporting, other
101
Standard #5 – Recognition
Training
Learning Objectives:
– Describe ADDIE model components
– Identify potential learning objectives,
audiences, messages, and training
platforms.
– Recognize potential training content.
– Following session: Incorporate at least
three action items
102
Standard #5 – Recognition
Training
Prework rating reminder:
Group Average =
103
Standard #5 – Recognition
Training
General Training Plan Concepts
– ADDIE Model
– Audiences (managers, new employees,
etc.)
– Possible training topics (procedures, skills,
program changes)
– Methods to consider
104
Standard #5 – Recognition
Training
The ADDIE Model = PDCA for training
– A – Assessment
– D – Design
– D – Development
– I – Implementation
– E – Evaluation
105
Standard #5 – Recognition
Training
Kinds of Training for Managers
106
Standard #5 – Recognition
Training
Managerial Skills
High-use factors:
–
–
–
–
–
Positive experiences
Desired results
Use again
Daily
HAVE more time!
Low-use factors:
–
–
–
–
–
–
Not positive
Not reinforced
No benefits
Excuses to not use
Skills not enhanced
“Don’t have time”
107
Standard #5 – Recognition
Training
Best Practices White Paper
– Read the excerpt
– Based on your group, write either
• WHAT
• TO WHOM
• HOW
108
Standard #5 – Recognition
Training
Crafting a Training Plan - Video
– Message = WHAT
– Audience = TO WHOM
– Method = HOW
109
Standard #5 – Recognition
Training
On page 81, write additional notes on
video for:
– What training messages?
– For whom?
– How?
110
Standard #5 – Recognition
Training
Program Training Action Plan
To do later . . .
– For three of the categories, map out:
•
•
•
•
WHAT objectives
WHO is the audience
HOW implemented
Due date/timing
111
Standard #5 – Recognition
Training
Review
– Devote necessary resources
– Include alignment messages in training
– Outline messages, audiences, methods,
and resources
– Include launch, skills, procedures, changes
– Demonstrate training effectiveness
112
Standard #5 – Recognition
Training
Progress Check Questions – Page 84
1. Similar to Communications in focus?
2. ADDIE similar to process-improvement
cycle?
3. Name ADDIE components
4. Most common manager training method
5. Why don’t use non-monetary?
113
Standard #5 – Recognition
Training
Progress Check Answers
1. Similar to Communications in focus? T
2. ADDIE similar to process-improvement
cycle? T
3. Name ADDIE components – Assess,
Design, Develop, Implement, Evaluate
4. Most common manager training – A
5. Why don’t use non-monetary? – D
114
Standard #6 – Recognition
Events and Celebrations
Learning Objectives:
– Identify audiences (stakeholders) and
components that contribute to
successful events
– Incorporate at least three action items
115
Standard #6 – Recognition
Events and Celebrations
Prework rating reminder:
Group Average =
116
Standard #6 – Recognition
Events and Celebrations
Qualities of Successful Events
– Large
– Small
117
Standard #6 – Recognition
Events and Celebrations
• Pre-event
• Actual event
• Post-event
118
Standard #6 – Recognition
Events and Celebrations
Examples of presentations:
119
Standard #6 – Recognition
Events and Celebrations
Presentation Skills
1. Manager
preparation
2. Right person
3. Evoke emotion
4. Specifics
5.
6.
7.
8.
Positive comments
Symbolism
Coworkers
Recipient
comments
9. Sincere closing
120
Standard #6 – Recognition
Events and Celebrations
Pre- and post-event focus
– Brainstorm as many activities as possible
for your group’s assignment
– Go for quantity!
– 2 minutes
– Count items on list
121
Standard #6 – Recognition
Events and Celebrations
Video Observations
– Tools
– Adjectives used to describe honor
– Description of event
– Nomination process
– Other
122
Standard #6 – Recognition
Events and Celebrations
Best Practices White Paper
– Read the excerpt
– Put a check in the column for things
TO DO
123
Standard #6 – Recognition
Events and Celebrations
Create an Events & Celebrations Plan
– Pre-event activities
– Actual event best practices
– Post-event activities
124
Standard #6 – Recognition
Events and Celebrations
Review
– Demonstrated process
– Include pre- and post-event focus
– Assign event planning responsibility
– Include launch, skills, procedures, changes
– Demonstrate creativity, management
involvement, and documentation
125
Standard #6 – Recognition
Events and Celebrations
Progress Check Questions – Page 94
1. Which is NOT always part of Events and
Celebrations
2. Highest percentage given in which
setting?
3. Should incorporate post-evaluation?
4. Management involvement is key?
126
Standard #6 – Recognition
Events and Celebrations
Progress Check Answers
1. NOT always part of Events and
Celebrations = C
2. Highest percentage given in which
setting? = A
3. Should incorporate post-evaluation? = T
4. Management involvement is key? = T
127
Standard #7 – Program
Change and Flexibility
Learning Objectives:
– Define how to plan change into your
recognition programs.
– Incorporate at least three action items
128
Standard #7 – Program
Change and Flexibility
Prework rating reminder:
Group Average =
129
Standard #7 – Program
Change and Flexibility
Incorporate Change for Success!
– Plan
– Do
– Check
– Act (Change)
130
Standard #7 – Program
Change and Flexibility
Change Drivers and Tools
– Write down ideas on what might:
• DRIVE change
• Be TOOLS to facilitate change
131
Standard #7 – Program
Change and Flexibility
Change Tool Example - Survey
Questions
– Please rate CalPERS on how well it:
– How often do you give recognition to:
– Please rate your immediate supervisor
on each of the following factors:
– Overall, how satisfied are you with
CalPERS on each of the following:
132
Standard #7 – Program
Change and Flexibility
Best Practices White Paper
In the right hand column write:
• “D” for driver
• “T” for tool
133
Standard #7 – Program
Change and Flexibility
Create Change and Flexibility Plan
– Change drivers
– Change tools
– Other
134
Standard #7 – Program
Change and Flexibility
Review
– Demonstrated program flexibility
– Describe how changes determined
– Adjust to reflect goals
– Adjust to meet individual and team needs
135
Standard #7 – Program
Change and Flexibility
Progress Check Questions – Page 103
1. Change and Flexibility corresponds to DO
in process-improvement cycle?
2. Organizational strategy change may drive
recognition change?
3. Surveys may be a tool?
4. List 2 Drivers
5. List 2 Tools
136
Standard #7 – Program
Change and Flexibility
Progress Check Answers
1. Change and Flexibility corresponds to DO in
process-improvement cycle? F
2. Organizational strategy change may drive
recognition change? T
3. Surveys may be a tool? T
4. List 2 Drivers – Managerial change, merger,
low participation
5. List 2 Tools – Measurements, dashboards,
feedback
137
Overall Summary
Purpose – review
Overview of seven Best Practices Standards
that will provide a framework to:
Structuring Recognition Programs for
Success
138
Overall Summary
Learning Objectives - Review
– List and describe the Seven Best Practices
Standards
– Incorporate at least three action items
– Align recognition strategies to business
objectives
– Develop strategies for performance
improvement in current programs
– Use the tools and methodologies
139
Overall Summary
Seven Best Practices Standards Review
1.
2.
3.
4.
5.
6.
7.
Recognition Strategy
Management Responsibility
Recognition Program Measurement
Communication Plan
Recognition Training
Recognition Events and Celebrations
Program Change and Flexibility
140
Overall Summary
Overall Review
– About 15-20 minutes
– Study on own
– Study with a group
– Prepare a summary
•
•
•
•
Introduction & #1
#2 & #3
#3 & #4
#6 & #7
141
Overall Summary
Overall Action Plan
– Review each section and
– Write down three must-do actions you plan
to incorporate into your recognition
planning
142
Overall Summary
143