HOW TO RUN REWARDS AND RECOGNITION FOR YOUR LCS?

GETTING STARTED
GET TO KNOW WHAT ARE WE
TALKING ABOUT

Rewards and recognition is an organizational process to ensure that members/LCs/countries are recognized and rewarded for having a great performance. For the organization it ensures that right things get done in right way and that the goals are achieved. Rewarding is a ceremonial occasion where a member/LC/country is receiving an award for their accomplishments. Recognition is much more an intangible appreciation of a members performance and this can take a members performance to the NEXT level.

WHATS GOING ON?

HOW TO ANALYZE YOUR CURRENT

SITUATION

In order to analyze if your rewards and recognition system helps you to achieve your organizational goals look at following things: What are the things you want to achieve in AIESEC in your country/LC? What is the current system of rewards and recognition in your country/LC? (What do you reward and recognize, through which awards, how often, who you are rewarding?) How these awards are perceived in your country/LC do people/teams really want to strive for winning these awards? What are the messages you communicate through this rewards and recognition system? Are they supporting you in achieving what you mentioned in the answer to the first question?

CREATE A PICTURE

HOW TO DEFINE WHAT YOU WANT

TO ACHIEVE

Be clear on following things when defining your rewards and recognition system: What are the long term goals for the country/LC? (Long term because it is not wise to change the R&R system every year. It is important to have a consistent communication around what do you want to achieve.) What kind of behavior and activity you want to recognize/profile? What are the channels of implementation for your R&R system? (National and local events where it would be appropriate to have time allocated for recognizing members, teams, projects, partners etc. )

WHATS REALLY IMPORTANT?

HOW TO PRIORITIZE WHAT TO DO

IN YOUR YEAR

The first thing to get in place is agreeing on the key messages in rewards and recognition system based on the goals of the MC/LC. Things to look at in messaging: Performance vs Potential Results vs Effort Big vs Small entity Member vs Team/Project/LC/MC Once the messages are clear, you can take the next step of designing the system based.

Talent Management Right person doing the right activity Rewards and Recognition
AIESEC International 2006

PREPARE THE PLAYGROUND

HOW TO INVOLVE AND ENGAGE

OTHERS

How to profile the Rewards and Recognition System? Keep in mind following elements: Be clear and consistent in communicating the criteria Be transparent about the decision making process Involve a corporate partner brings revenue either to the MC/LC or to the award winner, adds credibility to the award and enables to profile to members an organization which is serving as a role model in its activities (setting the bar of excellence) Build a brand around the awards make the awards known, prestigious and desirable

MAKE THE MOVE

HOW TO EXECUTE

Principles of Team Based awards It is very important to set up a process at the beginning of the year which answers 3 questions: What are the criteria on which the teams would be rewarded? What are the different times of the year when the teams would be rewarded? What will be the rewards? (A trophy, training courses, books etc) Base team awards on Team performance on predetermined criteria which are attached to the LC overall objectives and High learning for team members as well as the values shown by the team in their actions. So for example if the team has achieved the desired objectives in terms of TN raises and realizations, but the quality of experiences of trainees have not been of high quality, that team does not get an award. Make sure that these awards and criteria are known to teams so they know what they are going for Make sure transparency is shown in every part of the process. Make sure you do a thorough analysis of all aspects of criteria before you finalize the winners of the award. Examples of Team Rewards 1. Outstanding Values demonstration Award 2. Outstanding Delivery 3. Best Performance in ICX/OGX/Finance/PBoX 4. Best Relationship Building 5. Best Team work/team ethics displayed Individual Awards - Reward high delivery and competencies: Rewards Work Achievement as well as competencies (behaviours) Create fairness & Retain high potential talent Enable creation of a future pool of leaders When designing Individual awards it is important to know how the achievements of the Individual are related to the Team plans and Goals and the LC vision and Values.

Talent Management Right person doing the right activity Rewards and Recognition
AIESEC International 2006

Principles of Individual Based awards It is very important to set up a process at the beginning of the year which answers 3 questions: 1. What are the criterions on which the Individuals would be rewarded? 2. What are the different times of the year when the Individuals would be rewarded? 3. What will be the rewards? (a trophy, or training courses or Books, etc.) Base Individual awards on Individual performance on predetermined criterion which are attached Team goals and objectives and Individual competency development and how the individual acts on values. So for example if the Individual has achieved the desired objectives in terms of TN raises and realizations, but the quality of experiences of trainees have not been of high quality, that Individual does not get an award. Make sure that these awards and criteria are known to Individuals so they know what they are going for Make sure transparency is shown in every part of the process. Make sure you do a thorough analysis of all aspects of criterions before you finalize the winners of the award.

Examples Individual Awards 1. Best Performance in Exchange 2. Best Performance in project delivery 3. Best Performance in partnerships Management 4. Best performance in Financial Management 5. The Fast Track Program Recognition - Member Recognition That Motivates, Rewards, and Recognizes Member recognition is one of the keys to successful member motivation. Member recognition follows trust as a factor in member satisfaction with their Team Leader and their work environment. Determine what behaviors your work place wants to recognize. In an LC a team decided to recognize team work, going the extra mile, and stakeholder satisfaction. Identify and communicate the criteria by which the proposed recipients will be judged or assessed, so people are clear about what they need to do to qualify for recognition. Announce and communicate the recognition and the criteria that you have established for the awards. Design and communicate the process by which members will be selected for recognition so that all members clearly understand the selection process. Allow time for people to qualify for the recognition. Every member that qualifies for the recognition should receive the recognition. Magnify the value of the recognition by these methods: name the members publicly, place member names in the newsletter, send out a country email announcement, and so on. Effective, fair, member recognition is motivational for both the members receiving recognition and their team mates. You can reinforce powerfully the recognition you provide in these ways. Write a personal note to the member. Perhaps have your Team Leader sign it, too. Photocopy the note and place the recognition in the members file. Present the recognition publicly, at a LC meeting, for example. Even if the member is uncomfortable with publicity, it is important for the other members to know that members are receiving recognition. Some other thoughts around recognition Listen to what your team members have to say. Listen giving full attention to the person seeking your attention. If you cant pay full attention and listen actively, set a time with the person to meet when you can. You gain much information from the ideas and opinions of others. You make people feel special when you listen to them without distraction. Use powerful, positive language in your interaction with others. Say "please" and "thank you" and "you're doing a good job." Say, We couldnt have accomplished the goal without you. Your contribution did so much for our team Powerful, positive recognition makes people feel important. Powerful, positive recognition encourages your members to contribute more of the same work in the future.

Talent Management Right person doing the right activity Rewards and Recognition
AIESEC International 2006

Keep your commitments. If you have a meeting set up for Tuesday, attend the meeting. Cancellation should not occur except in a true emergency. Dont do it unless you know you can keep your promise. Give your members public credit for contributions. You didnt think up the idea for selling a TN product. Instead say, Mary thought this approach would work well and I agree with her. The credit belongs to John. Isnt that a terrific idea?

Talent Management Right person doing the right activity Rewards and Recognition
AIESEC International 2006

GET THE GREEN

HOW TO MEASURE PROGRESS TOWARDS THE AIESEC 2010 SCORECARD

The biggest contribution of Rewards and Recognition system to the 2010 Scorecard is in rewarding activities and results that clearly connect to the goals stated in the Scorecard and the state of Critical Success Factors in the Strategy Map. Your Rewards and Recognition System needs to support and ensure the progress of a country/LC towards 2010.
LEARN FROM OTHERS TEACH OTHERS WHERE TO FIND MORE

IMPORTANT!
Find more: Global People Development Community Good Case practices from following countries: Republic of Macedonia Romania Poland Brazil Email Best Case Practices to mairij@ai.aiesec.org.

Talent Management Right person doing the right activity Rewards and Recognition
AIESEC International 2006