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Reward and Recognize Every Day!

Read how one company's program recognizes and rewards employees every single day

Employees who go above and beyond expectations shouldn’t have to wait to be recognized. That’s one of the reasons why Jenny Craig Canada (JCC) launched Canadians Achieve Results Everyday (CARE) this past April. CARE is a daily, points-based, peer-to-peer recognition and reward program created for JCC by I Love Rewards of Toronto.

“The goal is to promote peer-to-peer recognition, celebrate outstanding performance, and drive alignment with the Jenny Craig Canada strategy,” says Elizabeth Frank, vice-president and general manager, Jenny Craig Canada. “The program encourages employees to make contributions that matter every single day, such as helping their clients reach key milestones along their weight-loss journeys.”

A daily newsfeed keeps everyone up on each other’s achievements. “It’s modern and attractive to a younger generation, and provides a type of social networking experience,” Frank says. “All employees can post comments, accolades or congratulations.

They can also post news about their own personal and professional achievements. This program builds self-esteem, fosters camaraderie and makes for a fun work environment throughout the entire company.”

Managers award points for outstanding performance, assisting clients in hitting their goals, referrals, leads and sales, and demonstrating company values. CARE’s success is measured using hard metrics as well as soft measures such as employee engagement, lower absenteeism and company-wide turnover.

CARE is open to both management and non-management. Points are redeemed for brand-name merchandise and gift cards in the I Love Rewards catalogue, and points can even be donated to charity. Robin Martin, a JCC trainer in Toronto, has already earned 2,000 points which will go toward an overnight stay in Niagara-on-the- Lake, Ont. “The program gives recognition and rewards points not only for achieving targets but for reaching performance baselines too,” Martin says. “Having the baselines and points attached to goals supports my role as a trainer. I’m able to train and follow-up to ensure that everyone is meeting their short and long-term performance goals.

Recognition and corporate reward programs have a greater chance of success when there is both employee and management buy-in, advises Andrew Young, client success manager, I Love Rewards. Programs also have to be very transparent, he adds. Everyone needs to know the program exists, why they are being rewarded, and how to redeem their points. Finally, on-demand reporting and analytics help keep track of staff engagement.

After all, recognition and corporate reward programs aren’t doing their jobs if staff isn’t motivated to participate. Elizabeth Frank adds, a regularly updated rewards catalogue and the social networking aspect help keep programs fresh.

Everyone Needs A Little R(eward) + R(ecognition)

Just Ask. Help staff take ownership of the program by asking for their input.

Recognition Rules. Empower employees to recognize each other’s accomplishments, whether or not points are awarded.

No Barriers. Cut the red tape so it’s quick and easy for managers to award points.

A Point A Day. Time the reward to the result: If you want to change daily behaviour, award points every day.

By Angela Kryhul

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