Background

As part of Royal London’s compensation and benefits team, I was responsible for communicating the new recognition and reward scheme. The guide was based on research into recognition and reward best practice and sold the business benefits of the scheme to leaders.

With a broad audience, ranging from customer services supervisors to actuaries and senior managers, the content needed to be detailed yet easy to understand. The tone of voice aligned with the internal brand guidelines.

The following copy provides excerpts from the complete guide.

Copy

Why recognise?

We all like to be recognised when we do something well, particularly when this supports business success. This isn’t just common sense: the benefits recognition brings a range of proven benefits for manager-employee relationships and business outputs. This guide explains those advantages and how, what and who to recognise.


Recognising your people also results in a range of other benefits including:

  • Improved product or service quality

  • Enhanced customer satisfaction

  • Increased employee engagement, retention/loyalty and teamwork

  • Increased customer base/referrals

  • Decreased operating margins

  • Improved profitability/ROI

  • An increased rate of return on employee spend

What to recognise and how to recognise it

Each business unit has set out stretching criteria that it wants to recognise in line with business unit strategy. The criteria include a range of activities, behaviours and outcomes and can be found on the Stand Out website.

As a line manager, it’s important you know the people on your team well enough to understand what drives and motivates them. This will enable you to provide the most appropriate form and level of recognition in the right way.

The recognition available ranges from saying ‘thank you’ or ‘well done’, to sending an ecard, to a reward with a value of £25, £50, £75 or £100.

There are several key issues to consider when recognising individuals on your team:

  1. Who to recognise – is it an individual effort or has more than one person been involved?

  2. The appropriate level of recognition

  3. How to make the presentation

These issues are explored below.

Who? How? How Much?

Anyone can be recognised for a Stand Out award, however you can only nominate your direct reports.  If you would like to recognise someone in another team, department or business area, you will need to speak to the individual’s line manager and tell them what you have observed.  It is then up to them to decide what level of award is appropriate (if any) under the criteria for that business unit.

Sometimes it’s easy to see when someone has really stood out. Other times it’s less clear.

You will need to familiarise yourself with the award criteria for your business area so that you can recognise who has made a contribution in line with the criteria and who has not. The scheme has been designed so that you can recognise different people at different levels so if one person has made more of a contribution than another, they can receive greater recognition.  


Recognition Behavioural Framework

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