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Employee Recognition Training for Supervisors Presenter’s Name Date
©SHRM Introduction The goal of employee recognition is to show appreciation for an employee’s achievement and motivate employees to continue with good performance and loyalty to company. Successful employee recognition will help the organization to retain key employees and keep employees happy along the way. This sample presentation is intended for presentation to supervisors and other individuals who manage employees. It is designed to be presented by an individual who is knowledgeable in employee recognition and the employer’s policy and practices. This is a sample presentation that must be customized to include and match the employer’s own policies and practices.
©SHRM Objectives At the close of this session, you will be able to: 1.Explain what employee recognition is. 2.List types of employee recognition. 3.Describe why employee recognition is important. 4.Give examples of reasons for recognition. 5.Present recognition tips for managers. 6.Discuss ideas for additional methods for recognizing your employees. 7.Cite the company’s recognition policy.
©SHRM 2008 What is Employee Recognition? Acknowledgment of employee achievement. Can be public or private, and involve a monetary reward or nonmonetary reward. 4
©SHRM 2008 Types of Employee Recognition Years of Service Safety Attendance Certifications or Degrees Customer Service Public Service Employee of the month, week, year Retirement Suggestion Program Performance This presentation focuses on Performance recognition. 5
©SHRM 2008 Questions? Comments? 6
©SHRM Why Employee Recognition is Important Helps to attract and retain key employees. Motivates employees to perform at higher levels. Increases employee productivity. Can increase employee competitiveness. Can increase company revenues and profitability. Improves business quality and service. Improves safety. May lower stress. Reduces absenteeism and turnover costs. Fosters employment longevity. Encourages employees to continue education and training.
©SHRM 2008 Examples of Employee Performance for Recognition Employee goes above and beyond what is expected in their job. Employee suggests a new process or idea that saves time or effort, or positively impacts department or team. Completes a significant project ahead of schedule or exceptionally well. 8
©SHRM 2008 Questions? Comments? 9
©SHRM 2008 Recognition Tips for Managers Offer employee reward options. Identify what's meaningful to your employees. Keep employee recognition fresh. Recognize all levels of employees. Make sure recognition is given consistently. Keep it simple. Keep it adaptable. Make it timely. 10
©SHRM Employee Recognition Ideas and Examples Verbal, written or formal praise from managers or informal praise by peers Gift cards Spot award (monetary) Choice of interesting and challenging projects Opportunities to attend conferences or other trainings Opportunities to mentor other employees and work with people outside their areas Call employee and thank them, with no other purpose for call Add a personal thank-you note to paycheck or bonus Allow employees to clang bells or whistles when they reach a goal Company logo items Plaques or trophies Catered lunch or out to lunch Anyone have any other suggestions?
©SHRM 2008 Questions? Comments? 12
©SHRM 2008 Company Employee Performance Recognition Policy Eligibility – all employees are eligible for nonmonetary recognition, and all regular employees are eligible for monetary recognition based on department budget. Awards should be made as close to the performance or result as possible. Award criteria should be consistent with company and employee goals and objectives. Monetary awards require manager to complete Recognition Request Form. After approval of recognition request, HR will inform manager. When appropriate, employee will be recognized at next staff meeting and receive any monetary reward in next paycheck. Nonmonetary rewards are encouraged and do not require a form or approval. 13
©SHRM 2008 Questions? Comments? 14
©SHRM Summary Recognition can be monetary or nonmonetary. Recognition should be flexible, yet consistent and meaningful to employees. Managers should provide performance feedback on a regular basis. There are many ways to recognize employees’ performance achievements. Nonmonetary rewards are encouraged and do not require a form or approval. Monetary rewards require approval of Recognition Request Form.
©SHRM Course Evaluation Please be sure to complete and leave the evaluation sheet you received with your handouts. Thank you for your attention and interest.
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