Recognition at Cargill: Tying it all together...Tying it all together 2006 Recognition Conference Workshop SPEAKER NOTES Introduce the workshop and today’s facilitators: This is
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0 Recognition at Cargill: Tying it all together 2006 Recognition Conference Workshop
SPEAKER NOTES Introduce the workshop and today’s facilitators: This is an area of opportunity and real potential for us to make a difference.
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Today’s Agenda
• Setting the Stage: What is recognition and why is it important?
• Recognition at Cargill
• Best Practices, Tips and Tools
• Making it Happen
Presenter
Presentation Notes
SPEAKER NOTES Here’s how we’re going to accomplish our goals for today’s session. We have a full agenda today and would look for your full participation. We’ll be talking about what recognition means and the business case for a focus on it. We’ll share some specific data and information about recognition at Cargill. We’ll have a chance to discuss the topic in an in-depth manner in small groups as well as share some good practices in this area.
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Recognition Quiz: Myth or Reality?1. People will quit their jobs if
they do not feel appreciated.2. Pay is more important to
employees than recognition.3. Fortune’s “Best Companies
to Work For” do not waste time or money on recognition programs.
4. Recognition is one of the top 2 drivers of engagement at Cargill.
5. Managers usually have a good understanding of what people want from their work.
6. Cash is the best reward for an outstanding or unusual performance.
7. Most people work at their full capacity.
8. At Cargill, we do a good job with regard to recognition.
9. Recognition is really only emphasized in the U.S.A.
10. Your life depends on recognition.
Presenter
Presentation Notes
SPEAKER NOTES We will be answering these questions by a show of hands. . After each question look at the answers and then give the “real” answer REALITY: The website vault.com recently conducted a survey of 10,000 employees at large, Fortune 1,000 orgs and found that 40% said lack of recognition was a major reason in leaving a job. MYTH: The Conference Board, a professional management research organization based in New York that Cargill belongs to, found last year that about a third of employees say recognition is as important to them as pay. MYTH: 100% of the organizations on Fortune magazine’s “Best Companies to Work for in America”—most of which operate globally like we do – have extensive recognition programs. This list includes companies headquartered in the U.S. but doing business global (example companies include Microsoft, Cisco, AmEx, Monsanto, General Mills, and Eli Lilly). REALITY: Recognition is the 2nd highest impact factor with regard to Employee Engagement. MYTH: Studies have shown supervisors typically misjudge what motivates their employees. MYTH: Cash rewards must be at least 5-8% of salary to have a motivational effect and the effect is short-lived. MYTH: 20% of people work at their full capacity. MYTH: Cargill’s recognition scores overall are 15-20% behind those of “best companies.” It is our second lowest scoring area of the EES. MYTH: According to Gallup, in 2003, 65% of Americans said they received no recognition in the workplace. REALITY: Researchers founds that increasing positive emotions could lengthen lifespan by 10 years.
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What Does Recognition at Cargill Mean?
• Acknowledging people in a way that is both meaningful and motivational
Presenter
Presentation Notes
SPEAKER NOTES May of you have seen this before, but we believe it’s worth repeating. It is critical for the everyone to have a shared mindset about recognition in order to make real progress. Recognition first involves noticing individual and team accomplishments…or simply, recognizing what’s going on. Noticing is the art of paying attention…having a keen awareness of everyday contributions—watching, listening, and taking note of the people around us. Many times we are so absorbed in our own tasks and problems that we don’t realize the great things going on around us. But noticing is not enough. We need to acknowledge that we notice their contributions. Secondly, effective recognition is meaningful. It must be expressed in a way that is respectful of the person’s values and needs, and reflects the unique characteristics of cultural norms. It’s about what is meaningful to the other person! And that involves being planful and thinking through the best approach for each different person. Finally, effective recognition is motivational. You need to recognize others’ contribution and plan a meaningful approach…but then you need to carry it out in a way that inspires.
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The Recognition “Pyramid” – Four Types
Common Courtesy and Respect
Day-to-Day
Formal
Informal
The greatest percentage of your time and attention should be spent on the bottom two tiers of the pyramid to make the biggest impact on recognition.
Presenter
Presentation Notes
SPEAKER NOTES There are many forms recognition can take. The majority of our time and attention should be on the bottom 2 tiers of the pyramid. Recognition is fundamentally about Common Courtesy, Respect and Day-to-Day interactions (our “moments of truth” with each individual with whom we come in contact). The informal high fives, notes, etc. are important too – but only proportionately. In fact, without the foundation, the informal gestures seem disingenuous and cause a loss of overall credibility. Finally, the least amount of effort should be on the formal programs, though these are often the most hyped and visible. They are important, but again, not in the daily lives of most employees. There is a distinct connection between recognition, valuing each other and engaging every mind…and heart.
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Do I Demonstrate Respect and Courtesy to Everyone I Meet?Respect & Courtesy Includes:• Getting to know people• Listening• Smiling• Greeting people by name• Personality, goals, likes,
dislikes…
• 40% say we do not listen well• How do people ‘read’ you?• Fundamental to
acknowledgement, respect and best diversity practices
This is the type of recognition that shows people they matter and are valued.
The greatest amount of time and attention should be spent on this tier of the pyramid.
To do this exceptionally well, it also requires much time and thoughtfulness and dedication.
Recognition of this kind does not have a monetary value attached to it – it is “free” recognition.
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Presenter
Presentation Notes
SPEAKER NOTES Let’s review each rung of the pyramid and discuss what it really looks like when practiced well. FACILITATOR NOTE: %s and data are taken from our overall Employee Engagement Survey results. The number is the % of employees who disagree or slightly disagree with the statement (ie: My Supervisor listens to me…61% agree/strongly agree). Read points on slide. KEY LEARNING POINTS TO EMPHASIZE: Common Courtesy and Respect is the FOUNDATION of building a culture of recognition and creating viable recognition programs. Getting to know others – reach out to new people all the time – expand your inner circle.
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Do I Save Recognition Only for “Special” Occasions?
Day-to-Day Includes:• Acknowledging others’ efforts• Asking for input & feedback• Responding to ideas &
suggestions• Saying “thank you” and paying
compliments• Not just the efforts resulting in
wins
• Expand your circle of perspectives
• Over 40% say we do not respond
• Nearly 60% say they are not often complimented for their work
People crave this type of recognition.
This reinforces people are significant and noticed by others & the organization.
Again, recognition of this kind takes mindfulness and attention, though there is not a monetary cost associated with it.
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Presentation Notes
SPEAKER NOTES Read points on slide. KEY LEARNING POINTS TO EMPHASIZE: Critical idea is expanding your inner circle and asking a broader group for their input and ideas. While saying thank you is certainly important, people respond positively and feel most valued when they are asked for their opinions and ideas and they are responded to!
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Do I Practice Informal Recognition When it Really Counts?
Informal Includes:• Celebratory events• Hand-written notes of
thanks• Emails, etc.• Gift Certificates
• Over 40% disagree milestones are celebrated
• Almost 50% feel their efforts & results are not appropriately recognized beyond normal expectations
This is less structured than formal awards.
This type of recognition must be viewed as sincere and genuine by the recipients..
To be meaningful, this type of recognition should be utilized more sparingly.
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Presenter
Presentation Notes
SPEAKER NOTES Read points on slide. KEY LEARNING POINTS TO EMPHASIZE: This is not an exercise or “check the box” activity (such as meeting a quota of thank you notes this month). In order for this to be meaningful, it MUST be viewed as genuine and sincere.
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Do I Focus Most on Formal Recognition Programs?Formal Includes:• Highly visible and “official”• Reinforces key corporate
messages• Acknowledges significant
achievement and results• Includes a nomination &
selection process
• Nearly 60% feel our formal non-monetary recognition programs do not reward people’s efforts and successes fairly.
On a relative basis, formal recognition should be the least practiced type.
This type of recognition often has the most fanfare and cost associated with it.
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Presenter
Presentation Notes
SPEAKER NOTES Read the points on the slide. KEY LEARNING POINTS TO EMPHASIZE While this should not be our primary focus, formal awards are an important way for us to reinforce desired outcomes, messages and behaviors and to reward outstanding accomplishments.
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Why Recognition?Individually:• Complete the Recognition Self-Assessment
At your table:
• Recall the most meaningful and motivational recognition you received. Why was is so powerful? What lasting impact did it have on you?
• When were you surprised by the impact you had on someone else because of a (seemingly) small act or gesture that you made?
• When was the last time you intentionally recognized someone else? What was that person’s reaction? What was the result?
• What do you need to do or do differently to be a more effective recognition practitioner and leader?
Presenter
Presentation Notes
SPEAKER NOTES Hand out the “Recognition Self-Assessment” before the session. Ask participants to take 2 minutes to fill out the Recognition Self Assessment. Ask, how many of you answered 4 or 5 to question #1? If it is important to you, then it must also be important to those you work with. Need to keep that in mind. Then, at their tables or in pairs (depending on amount of time), discuss these questions (or each person pick one item to discuss). We will be asking for examples at the end of your discussion. Debrief Who is willing to share the most meaningful and motivational recognition you received? When were you surprised at the impact you had on someone because you made a small gesture What do you need to do or do differently to be a more effective recognition practioner and leader? Put on flip chart if you want to save or create more actions around
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My father smiled, and said something I will always remember:
“Chester, be kind to everyone – everyone’s having a hard day.”
Moral of the Story:•We cannot afford to do any less.
•If we receive recognition, we are more likely to share it.
From: The 24 Carrot Manager by Adrian Gostick and Chester Elton
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Presentation Notes
SPEAKER NOTES From The 24 Carrot Manager by Adrian Gostick and Chester Elton When the author, Chester Elton as a boy, he lived in Vancouver British Columbia in Canada. One day he was walking in a downtown park with his father. A homeless woman was pushing a cart toward them and as she passed, she dropped something. The father bent down, picked up the item, handed it to her, and held her by the arm for a moment. Then, in his characteristic way, he said something that made her laugh. Without a doubt, he made her day. But as Chester and his dad walked away, Chester’s eight-year-old sensibilities were horrified, “Dad, he whispered, You shouldn’t talk to those kind of people” His father smiled and said something Chester has never forgotten: Chester, be kind to everyone—everyone’s having a hard day”. What a simple, profound lesson. You never know when your kind word or act will make a difference in someone’s life. As managers, we must always assume “everyone’s having a hard day” We cannot afford to do any less. In fact, we have got to do a whole lot more Recognition IS important (as we saw in the data) 2) We NEED to do it so others will too. (like the ‘flywheel’ concept in Good To Great by Jim Collins).
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Why is recognition important to our entire system?
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Presentation Notes
SPEAKER NOTES Why do we really care? Is this just a nice thing to do? Why is this a ribbon in our overall system?
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Presenter
Presentation Notes
SPEAKER NOTES There’s a reason recognition plays a prominent role in our system. Recognition clearly plays a large part in helping to engage each employee and to creating high performance teams. When people are engaged they will give you their innovative ideas leading to customer solutions. The theme of this conference is “Engaging Every Mind” and that is also true for the role recognition plays with all of us as employees. Engagement is key to individual job satisfaction, customer satisfaction, and long-term success. Now, we will look at more information about how recognition promotes engagement.
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Powerful Link Between Recognition and Engagement
According to Gallup Organization, regular recognition and praise leads to:• Lower turnover• Increased engagement among colleagues• Better safety records and fewer accidents on
the job• Higher loyalty and satisfaction scores from
customers• An increase in overall productivity
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Presentation Notes
SPEAKER NOTES Gallup’s research supports Hewitt’s – both are leading companies in administering corporate employee engagement and satisfaction surveys
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Impact Factor Cycle 4 Actual
1. Advancement Opportunities2. Individual Recognition3. Communication4. Total Compensation5. Development/Growth
Opportunities6. Quality Of Work/Life Balance7. Your BU/Functional Management8. Senior leadership of Cargill9. Work Activities10. Relationship with your manager11. Physical working conditions12. Relationship with Co-workers
7.67
10.80
11.73
11.85
14.47
15.83
-19.46
-25.22
19.35
17.94
17.77
16.85
15.87
18.76-16.72
-18.90
-13.83
-20.52
-26.01
-22.06
-25.15
-31.63
27.24
-27.19
Recognition: 2nd highest
impact factor YET lowest engagement
area
Recognition and Engagement
Presenter
Presentation Notes
SPEAKER NOTES Our own Cargill Employee Engagement Survey data shows: Recognition is the SECOND HIGHEST impact factor to increased overall engagement…yet it is our second LOWEST scoring area. If we increase our recognition scores, we have the potential to increase our engagement scores dramatically. One real Cargill example that shows CLEAR LINK from recognition to engagement to business results: Sunnyfresh Foods: Cycle 4 Engagement Survey – Individual Recognition score was 65 – nearly 20 points higher than the Cargill average and 2 points above the average for “best companies” in this area. Overall Engagement Score was 82% - at/exceeding average scores for top companies to work for and one of the highest in Cargill. Same year that they won the Malcom Baldrige award (a nice external recognition!).
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We Have Made Slow Progress Overall and Scores Lag Behind “Best Companies”
1 Cargill Global Engagement, Cycle 4 Overall Results2 Hewitt’s Global Employee Engagement database, 2004-2005
Top Five Drivers of Engagement1
1. Advancement Opportunity
2. Recognition
3. Communication
4. Total compensation
5. Development/growth opportunity
Satisfaction with Recognition
63%
47%
42%
42%
22%
24%
26%
25%
BestEmployers
Cycle 4Overall
Cycle 3Overall
Cycle 2Overall
Strongly Agree/Agree
Slightly Agree
1
2
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Presentation Notes
SPEAKER NOTES Cargill overall has remained fairly flat in this area over THREE engagement cycles. Despite our efforts, we are consistently about 15- 20 points behind the average scores of best companies. This is not as easy to do as it appears!
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Tragic Moments in Recognition• Brave New Workshop comedy troupe
helped us identify the value - and the potential pitfalls – of Recognition
• It’s not always what you do, but how you do it!
Start Video
Presenter
Presentation Notes
SPEAKER NOTES When we started our journey in developing a recognition culture, we used a comedy troupe to illustrate some of the key points to being successful . Here are some edits from their presentation made at our first Recognition Conference in 2002.
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When it Comes to Recognition, We Can All Be Change Agents and Leaders:Be the Expert
– Practice all four types of recognition well ourselves– Role model the behaviours and actions of outstanding
recognition practitioners
• Be an Influencer– Identify and hold our key leaders accountable for practicing
recognition and accelerating our progress– Help others increase their capacity to be a catalyst
• Be a Champion and Advocate– Make change in this area happen– Increase the organization’s awareness of and the need for
strong results– Own it!
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Presentation Notes
SPEAKER NOTES We need to make real change and progress in this area We are counting on all of you to lead our efforts and to accelerate change. In my experience, there are 3 key roles of being a change agent in the area of recognition Be the Expert Practice all four types of recognition well ourselves Role model the behaviours and actions of outstanding recognition practitioners Be an Influencer Identify and hold our key leaders accountable for practicing recognition and accelerating our progress Help others increase their capacity to be a catalyst Be a Champion and Advocate Make change in this area happen Increase the organization’s awareness of and the need for strong results Own it!
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The Dipper and Bucket Theory*• Our invisible bucket gets emptied or filled based on what other
people say or do.• A full bucket makes us feel great; an empty one does not.• Our invisible dipper is used to fill others’ buckets. • When we increase others’ positive emotions, our bucket fills too.• When we use our dippers to take from others and decrease their
positive emotions, our buckets are depleted.
• A full bucket gives us a positive outlook and renewed energy.
• An empty bucket saps our energy and undermines our will.
• We make choices every day – to fill others’ buckets or to deplete them.
• This is an important choice and one that profoundly influences our relationships, productivity, health and happiness.
*From How Full is Your Bucket? By Tom Rath and Donald Clifton
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Presentation Notes
SPEAKER NOTES Tom Rath and Donald Clifton wrote an intriguing book, “How Full is Your Bucket”. Here are some key points that each of us need to reflect on as we return to our workplaces: Our invisible bucket gets emptied or filled based on what other people say or do. A full bucket makes us feel great; an empty one does not. Our invisible dipper is used to fill others’ buckets. When we increase others’ positive emotions, our bucket fills too. When we use our dippers to take from others and decrease their positive emotions, our buckets are depleted. A full bucket gives us a positive outlook and renewed energy. An empty bucket saps our energy and undermines our will. We make choices every day – to fill others’ buckets or to deplete them. This is an important choice and one that profoundly influences our relationships, productivity, health and happiness.
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Individual Actions Make a Difference—Start Today• Fill out a thank you note
Presenter
Presentation Notes
SPEAKER NOTES We have thank you notes in different languages as well as post cards on the table. Select one and write a note to someone you want to acknowledge their contribution. The day-to-day recognition starts with each of us and this is one day to begin to practice what others feel is important. Be sure to take this back and mail when you return to work.
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Global Recognition Steering Team Members
• Jon Badiola, Caracas• Bill Buckner, Minneapolis• Julian Chase, Tilbury• Paul Dienhart, Minneapolis• Jonathan Drake, Geneva• Phil Forve, Minneapolis• John Geisler, Minneapolis• Catherine Gump, Minneapolis• Vicki Hargrove, Minneapolis
• Jill Johnston, Minneapolis• Rae Lesmeister, Minneapolis• Peng-Yee Lye, Singapore• Marcelo Martins, Sao Paulo• Pete Richter, Chicago• Karen Sachs, Minneapolis• Nancy Siska, Minneapolis• Philip Soliven, Manila
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Presentation Notes
SPEAKER NOTES How many of you were aware that we have a Global Recognition Steering Team? The team has been together for over 2 years and is working to help Cargill create and sustain a culture of recognition. The team serves as experts, influencers and recognition role models in the corporation. Each meeting we share terrific recognition examples & practices around the globe, feed stories for the Cargill News International and discuss how to talk about recognition and accelerate progress in this area. If there are members of your team listed above, please take a moment to thank them for their dedication and efforts, AND OFFER ANY IDEAS YOU MIGHT HAVE TOWARD MAKING CARGILL HAVE MORE OF A RECOGNITION CULTURE. THANK YOU FOR YOUR TIME AND INTEREST TODAY. Mention any “next steps” from this workshop for the group.
