Employee Recognition Systems
Why Recognition Systems instead of recognition programs? Because we believe that the most effective recognition programs are linked to other programs and experiences within your corporate culture.
The Recognition and Reward Systems that we develop and operate for our Fortune 1000 clientele address individual as well as team performance, tenure, peer-to-peer recognition and other client-specific recognition needs. We believe that companies have unique cultures and brands and are best served by RRS designed to nurture the traits that make an organization special.
Recognition System Design Process
Assessment
Our process for designing a Recognition and Reward System that will develop Engaged Employees begins by understanding:
- Your unique corporate culture and values
- The key drivers to your success
- Current measurement of how work gets done
Strategy
We start with your culture and values because it is absolutely critical that these are actually lived out within your organization. After we determine if internal and external messages are aligned, we will build design a strategy that encourages a positive culture of recognition by:
- Defining the behaviors that relate to your key drivers of success
- Defining the behaviors that relate to how work gets done
- Recognizing management’s responsibility in these behaviors
Implementation
When we launch the Reward and Recognition System, we will work with you to develop an effective communication plan, execute the necessary training, and advise on regular events and celebrations. After the RRS is implemented, we will regularly conduct interim reporting that will provide valuable metrics to your organization.
Review
An essential element to ensuring success is change and flexibility, so we will regularly perform a formal review to assess all the measurements, indicators, trends, etc. that will help us evaluate the efficacy of the system.
