CASE STUDY: A Comprehensive Approach To Recognition

A Health Care company needed to consolidate several cash-based recognition programs to a more inspirational, trackable, and engaging program.

The team at BI WORLDWIDE (BIW) designed and implemented a comprehensive, robust program to provide managers with an easy way to reward employees, reinforce corporate values, facilitate their quarterly and annual top performance nominations and connect all employees in different countries.

The design experts at BI WORLDWIDE collaborated with the client to formalise a recognition and rewards strategy that tied into their Employee Value Proposition. This ensured the program had the best chance of making a lasting positive impact, as recognition should be used to reinforce key moments throughout an employee’s lifecycle, from the time they first apply for a job through referring your company as a great place to work.

The design of the program included the use our DayMaker recognition technology solution. Using the principles of behavioural economics, DayMaker’s social recognition platform enabled their Employee Value Proposition to come to life in a fun, easy-to-use, employee-centric way.

The BIW creative team developed creative elements for the program, including a program theme, logo and graphic approach. The program, called “Illuminate: Recognising Excellence” sets a vibrant and inspiring tone. Badges were developed to reinforce core values and behaviours. Because the new program represented a significant change for the organisation, emphasis was put on the launch elements of the program to generate excitement and engagement.

The BIW communications team developed a kick-off video (produced inhouse) that announced the program by establishing the values and behaviours to be recognised and encouraging participation. In addition, the client developed a video featuring their top executives sharing their endorsement of the program and the benefits of timely and meaningful recognition.

BIW implemented a training program for managers to ensure they all had a baseline understanding of recognition philosophy, including how it ties to employee engagement and management’s role in ensuring the success of the program. To celebrate the launch and generate awareness, the company sent company branded merchandise, such as coffee mugs, USB sticks and portable phone charges. Participants had the opportunity to complete a launch quiz that reinforced their understanding of the program and gave them the opportunity to earn points.

Core elements of the program

A peer-to-peer recognition program allows any employee to recognise another employee via the website or mobile app, anytime and anywhere. A monthly sweepstakes allowed givers and receivers the opportunity to earn points, generating engagement while keeping the budget fixed.

A manager discretionary program provides managers with the ability to recognise employees for their behaviours and accomplishments. Awards can be issued within a minimum and maximum point amount from shared organisational budgets. Approvals for awards over a specific threshold are facilitated by the platform.

Nominations for quarterly and annual top performance awards are collected through the platform. The nomination process allows the evaluation team the rationale and reporting to assess nominations and select the achievers for these important rewards.

In addition to these programs, the platform has also been used to issue rewards for ad-hoc programs specific to a variety of departments and functions, as well as to implement and reward unique behaviours.

The platform is following a phased global launch. It was first launched to employees in one country, then other countries followed.

More than 90% of employees have logged into the site and more than half of the employees participated in the launch quiz. During the first year, 52% of the audience gave one or more peer-to-peer recognitions, which had a reach of 86% of the total audience.

Managers were also active – 65% issued recognitions and points, reaching 80% of employees. More than 12,000 badges were issued, reinforcing the corporate values and behaviours.

Challenge

• • Transition from a cash-based recognition system that had no tracking ability to an online rewards and recognition platform using award points
  • Create culture change through recognition and easily allow employees to recognise one another
  • Connect employees globally

Solution

• • Launch a reward and recognition program using BIW’s DayMaker recognition platform, to connect all managers and associates on a single site
  • Implement a creative campaign including launch video and promotional items to generate awareness and excitement
  • Offer a launch quiz to reinforce knowledge of the program
  • Implement formal training for managers on the importance of recognition
  • Launch with video from corporate leaders to stress the importance of creating a culture of recognition
  • Include peer to peer recognition, manager discretionary recognition and badging
  • Offer contests with Award Points

Results

• • 52% of employees completed the launch quiz
  • During the first year, more than 90% of the audience logged in to the site
  • Peer to peer givers – 42% of the audience gave one or more recognitions; 86% of the audience received one or more peer to peer recognitions
  • Manager discretionary – 65% of managers issued recognitions with points; 80% of the audience received at least one manager discretionary recognition
  • More than 12,000 badges were earned