If you want to make someone feel special, you must give them something special.

Recognition is a complex word. It can mean acknowledging someone's existence, or the value of what they have done, or an acceptance of responsibility. But it is worthless unless it is expressed in a way that means something to the people involved.

Whether you are rewarding loyalty, celebrating outstanding work, apologising for an error, or boosting productivity, Michael C. Fina has the experience and expertise to create programmes that work.

principles

There is a simple principle behind all Michael C. Fina recognition programmes. It is the concept of trophy value. If you want to make someone feel special, you must give them something special.

You already pay them money for the job they do. If they do something more, or you want to show gratitude for their loyalty and dedication, then you need to give them something that means more than cash.

A gift - from a certificate, to a home cinema system - says more than cash ever can about their value to your organisation. It also makes the recognition more public - a key factor in peer-to-peer recognition schemes.

It's about recognising and rewarding your employees in a way THEY value, and celebrating their achievement. With Michael C. Fina, they have the freedom to choose the rewards they want, and you have a process that allows you to reward them appropriately, as and when you choose.

47% of employees cited lack of recognition and praise as a major reason for leaving

Reward and recognition is a heavily researched topic and the findings are inescapable:

• 82% of employees rate feeling valued and appreciated by their employer as the single most important aspect of their working lives; in other words, 4 out of 5 employees want some form of recognition beyond simple remuneration.

• A leading UK company found that 47% of employees cited lack of recognition and praise as a major reason for leaving the organisation.

sources

Global research conducted by the University of Wisconsin (an internationally recognised research centre on business issues) shows that:

Non-Cash Programmes are significantly more effective for:

• Increasing Employee Retention and Loyalty
• Reinforcing Organisational Values and Culture
• Improving Teamwork
• Increasing Customer Satisfaction
• Motivating Specific Behaviours and Tasks

Non-cash based programmes are 4 times more likely to be successful than pure cash-based programmes, which are only effective as sales commission.
Source: University of Wisconsin, 2006

We have plenty more independent evidence to support the power of recognition.
Please call us for more details.

47% of employees cited lack of recognition and praise as a major reason for leaving

The world's leading businesses use recognition programmes to boost business performance:

McDonald's reports substantial differences in performance in restaurants where employee engagement programmes are operating:

Where there is good communication between managers and employees:

• Best performance: 97%
• Worst performance: 53%
• Performance differential: +44%

Where employees are regularly praised or recognised for their efforts:

• Best performance: 97%
• Worst performance: 56%
• Performance differential: +41%

Where employees have participated in an event in the past six months:

• Best performance: 89%
• Worst performance: 35%
• Performance differential: +54%

Nationwide Building Society saw improvements across the board following introduction of it's PRIDE recognition programme:

• Three top industry HR rewards in 2006
• Third in Sunday Times Best Major Company To Work For survey, 2006
• Reduced employee turnover, saving more than £1 million per annum
• Increasing market share and boosting customer confidence
• UNISYS Service Excellence Award, 2004

We have many more success stories, from clients of every scale. Please call for more details.

The future of your business depends on its people.

Many industries are suffering chronic skills shortages. At the same time, the rapidly shifting economic landscape, with major new international competitors storming into the global arena, is making it tougher than ever to hold on to good people.

Yet the future of your business depends on its people. And with the cost of replacing someone generally reckoned to be around 65% of their annual salary, there is a hard cash consideration to rank alongside the critical strategic concerns.

Recognition is not just a “feel-good, nice-to-have”. It's a vitally important aspect of your human resources policy. As the research shows, it is proven to keep people longer, to make them more productive, and to deliver efficiencies and cost-savings in countless ways - the result of having motivated, positive people working for you.

Let the research team at the University of Wisconsin have the last word. Their findings show that recognition programmes proved among the most effective ways of achieving all these corporate objectives:

• Increasing employee retention and loyalty
• Motivating specific behaviours and tasks
• Increasing sales
• Reinforcing organisational culture and values
• Increasing customer satisfaction
• Improving teamwork
• Improving profitability/ROI
• Increasing customer base and referrals