The Wilson Group

Our Services:

Performance Recognition:
Making Recognition Strategic and Special

There is a belief by some that recognition awards are of limited value or only apply to the basic level employees of an organization. This belief is based on the perspective that recognition programs involve only token values, are done informally by managers, or are only for limited applications (like years of service). Unfortunately, these assumptions fail to consider basic principles about human nature and how to create a performance oriented culture, or what people really value from their workplace.

Research on high performing companies has consistently shown that they have at least one common characteristic: Their people understand the strategy of the business and believe that if they perform well, they will be recognized and rewarded by the organization. In these organizations recognition happens in a variety of ways and levels, and even many executive appreciate the occasional recognition for accomplishments (from peers and board of directors). Special recognition is not a single program or process, but rather management practices that are supported by effective tools. The tools and actions that work together to focus on performance that is defined by both results and behaviors.

The Elements of Successful Recognition Programs:

In our research and work with leading companies in developing world class recognition programs, we have found these elements as critical to the success of these programs:

1. People understand how their role fits into the broader strategy of the organization and what they need to do to make a meaningful contribution to the organization’s performance.
2. They believe from direct experience that if they perform well, they will be rewarded in a variety of ways.
3. Rewards are made meaningful to the individual by both the content (i.e., what they receive) and the delivery (i.e., how they receive it).
4. The goals or standards are challenging but clearly achievable.
5. There is a high degree of confidence and integrity in what is rewarded and how it is rewarded; the recognition process is not political or unfairly subjective.
6. The timing in which people receive recognition awards is sufficiently frequent that the process is dynamic and works in “real-time.”
7. The type of recognition is appropriate for the impact and/or significance of the results.
8. The administrative systems that support the process are seen as not overly complicated or time consuming — they provide valuable support to the ability of managers and other employees to reinforce performance.
9. The programs are related to critical themes of an organization and are continually modified, upgraded and refreshed.
10. Executives know the value of their programs because of the contributions and results that are realized; they demonstrate this support by setting the example for others and being actively involved.

What the Wilson Group offers:

Like many reward systems, recognition programs are best customized to the client’s unique challenges, culture and philosophy of management. In that light, we can provide you with:

• An assessment of current recognition programs and practices.
• The identification of what is needed by the business and an assessment of what is truly valued by employees and managers — metrics and rewards.
• The design of a program or programs that are effective in encouraging and reinforcing desired behaviors, for a specific employee group or across a broad spectrum of the organization.
• A set of tools which managers and employees can use effectively to recognize others.
• Training sessions for managers on how to use and promote the process effectively.
• An executive review process that reinforces responsible and effective recognition in the organization.
• Assistance with the implementation and monitoring of progress.
• Recommendations on technology needed to support the program over time.

Successful companies distinguish themselves in how they manage their people. Special recognition is not a program or project, but a way of life, a philosophy of leadership within the organization. We can assist you to develop your processes, tools and practices that drive core business results and make people feel like winners — its just that simple and that important.

Contact us at 978-371-0476 or at info@wilsongroup.com.