From recognition to engagement
Traditional recognition programs are going through a transformation, as organizations increasingly move beyond basic length-of-service and retirement awards to focus employees on more effective ways to drive results. These include:
Internal branding: You want your employees to consistently live and breathe your organization’s brand values to maximize the satisfaction of both your external and internal customers. This means promoting and rewarding actions or behaviors consistent with how your organization defines its culture and service in a measurable way. Whether the focus is on creating a culture of appreciation or service, Divvy helps support your organization’s core values.
Wellness: Helping people improve their overall health can increase productivity, workplace attendance, and quality of life (i.e., smoking cessation, control of blood pressure, cholesterol, and blood sugar levels, diet, and exercise). Properly designed programs make it simple, fun, informative, and rewarding. A well designed program enables your participants to select realistic goals they can easily monitor—with feedback and recognition along the way.
Safety: The best designed programs lower the rate of your safety incidents and can reduce insurance costs over time, while generating generous tax benefits, if designed according to I.R.S. rules. (See eBook Downloads, Tax Overview.) A key to program success and compliance with OSHA requirements is to promote and reward the actions that prevent accidents, rather than solely rewarding people for lower accident rates. Unless they are properly designed, safety programs will result in a reduced rate of reporting, rather than a reduced rate of actual accidents. A properly designed program regularly promotes the actions people can take to prevent accidents, such as reporting dangers, successfully completely safety training programs, or making suggestions to improve safety.
Length-of-service to reinforce relationship: Almost all research related to length-of-service or other recognition rewards suggests that presentation is as important as the award itself. Workplace anniversaries provide an opportune time to not only make people feel valued, but also to subtly remind them of key organizational values—as they may well have evolved since they first joined. Note that properly designed length-of-service awards also qualify for preferential tax treatment.
Diversity and inclusion: Today, more organizations have realized that creating a diverse and inclusive culture actually helps improve workplace performance. Divvy is committed to helping your organization create a more inclusive culture through programs that educate, build community, and reward people for actions that demonstrate inclusiveness.
Rewards that make an impact: As with recognition, the selection and personalization of the presentation can make the difference between creating a memorable experience the recipient and his or her significant others remember for years, and one that has no impact on future engagement and is quickly forgotten. Divvy can help you select awards that reflect the culture and aspirations of recipients based on your organization’s potential return-on-investment and budget.
Points for Performance® for ROI measurement: Points for Performance (PFP) is Divvy’s name for an effective employee recognition system that can help create a culture of reward and recognition, even on a lean budget, based on rewarding people in points for achieving specific goals or demonstrating desired behaviors. It is an effective way to reward and engage your employees when they make valuable contributions to your organization—and to measure the results. Rewarding in points instead of dollars gives your organization the ability to brand its own “currency” that helps create a buzz, manage the value of an award, and distinguish recognition from compensation. Points are also a more culturally-sensitive way to recognize people for their contributions.
In a typical program, managers are allocated a certain number of points on a monthly basis that can be awarded to employees for accomplishments that help meet your business objectives. Employees accumulate points, which they can redeem for whatever makes sense for your culture—merchandise, travel, event tickets, spa services, or other sought-after rewards. Because they can spontaneously award points, supervisors are able to recognize even small accomplishments, which helps to keep your people focused on the actions that will yield success.
Points programs make it easier for you to track return-on-investment. Using a process known as the Master Measurement Model, developed by the American Productivity and Quality Center, you can estimate the value of specific results, actions, and behaviors and then calculate award points based on a percentage of that value. When your company can apply a clear value to the organization of specific results and actions, there is a clear return-on-investment for each point issued.
Note: The Master Measurement Model, created by the American Productivity and Quality Center for the Incentive Research Foundation.