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Standard Success Stories: Kforce Recognition Strategy

Posted By Jess Myers, RPI, Tuesday, January 30, 2018
Updated: Monday, January 29, 2018
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Note: RPI’s Seven Best Practice Standards are the cornerstone of successful employee recognition and rewards programs. In 2018, we are taking a closer look at each of the seven standards and RPI members who have been recognized for their practice of those standards. In the first installment, we take a look at Recognition Strategy, and the award-winning way that Kforce practices this standard. The RPI Best Practice Awards are now open for nominations through February 1, 2018.

Kforce, a professional staffing firm based in Tampa, Florida, with more than 60 offices and 2,000 employees, was honored as Best in Class for Recognition Strategy in 2016 by RPI.

Recognition at Kforce is real. So real that they has an entire department dedicated to strategizing, implementing and evaluating recognition programs, contests, events and rewards. It’s all spelled out right in the Kforce Recognition and Engagement Mission Statement:

We want all Kforcers to feel recognized, inspired and valued. We will celebrate and share the Kforce culture of appreciation and performance (it’s what sets us apart).  By doing this, we create a strong, united and engaged Kforce Family.

Known as “Kforcers,” the company’s people have created a culture of recognition by constantly celebrating Great Results in a truly unique and informal fashion. Each office knows the Kforce art of celebration and recognition.

Day-to-day recognition is easy to see at Kforce. Their digital Snapshot feature illustrates this culture of recognition in real time. Associates simply submit a photo and caption that showcases the Kforce recognition culture and it will be posted front and center on their intranet. Hats Off is another informal example that happens all day, every day. This is a digital, peer-to-peer recognition program that’s also on their intranet and is accessible to everyone.  Kforcers are encouraged to make spontaneous recognition posts about their coworkers and partners, then the post is published on the intranet for all to see. Managers receive an email notifying them of their associates’ good deed.

Performance and milestone reports help fuel informal recognition and celebrations. Kforce has numerous ranking reports that are emailed on a monthly and quarterly basis to a select audience. These reports are highly anticipated and are used for interoffice contests and even firm-wide competitions and celebrations. Immediately after a report or ranking is emailed out, a barrage of emails is circulated recognizing those with top standings or improvements.

Formal programs keep Kforcers engaged and connected on a monthly and quarterly basis. The most well-known of these is the Performers’ Incentive Program which inspires competition and performance through new, exciting trip destinations each year. Formal qualifications and rankings are developed and communicated via email.  Ranking reports are monthly to show qualifiers their positions. Each year the destination changes to keep the program engaging and exciting. Mission: $2 Billion is the firm-wide campaign that engages associates in our business strategy, collective goals and advantages for the next few years. Kforce developed this theme and uses it for formal recognition programs such as the on-going Cup competition and Quarterly and Annual Awards.

Their formal milestone programs aim to further create a feeling of value and pride for those being recognized.  Kforce service awards recognize those celebrating a 5-, 10-, 15-, 20-, 25- or 30-year anniversary with a firm-wide email and a special desk memento. Their career milestone program is called Moving UP! and recognizes associates who have achieved notable growth in their career. Whether an official promotion (reported by HR) or a sales milestone (reported by Finance), the employees are recognized a monthly firm-wide email.

Whether day-to-day, formal or informal Kforcers are engaged within a strong culture of recognition. It is an obvious differentiator for the firm and the main reason they are all a part of the Kforce Family.

For more information on Kforce, the Chairman’s Awards and their success with Recognition Strategy, please visit the company website at: www.kforce.com.

Tags:  7 Best Practice Standards  recognition 

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Standard Success Stories: BAE Systems Recognition Strategy

Posted By By Jess Myers, RPI, Friday, January 19, 2018

Note: RPI’s Seven Best Practice Standards are the cornerstone of successful employee recognition and rewards programs. In 2018, we are taking a closer look at each of the seven standards and RPI members who have been recognized for their practice of those standards. In the first installment, we take a look at Recognition Strategy, and the award-winning way that BAE Systems practices this standard. The RPI Best Practice Awards are now open for nominations through February 1, 2018.

BAE Systems, based in Arlington, Virginia, was a recipient of three Best in Class awards:

  • Standard 1- Recognition Strategy
  • Standard 4 - Communication Plan
  • Standard 7 - Program Change and Flexibility

BAE Systems takes pride in its recognition strategy programs. From their award-winning entry, they offer several samples of the ideas and actions behind their recognition strategy efforts.

Employees at BAE Systems participate in IMPACT, a company-wide program to recognize and reward employee accomplishments. It is tied to the company’s Total Performance culture and their company values: trusted, innovative and bold. IMPACT’s goal is to make it easy to recognize employees for making an impact on their business.

They measure day-to-day recognition through the IMPACT program. The company’s non-monetary “Rave” award is a special thank you for employees who take on additional responsibilities to help another employee.

Informal recognition is also measured through the IMPACT system via the Pioneer award, which rewards those who have contributed to a team or project or other achievement in a way that aligns to the company’s aforementioned core values. Pioneer awards range in value from $25 to $250 and are based on business-related criteria. The company also offers informal recognition via service anniversaries, birthdays and celebrations like company picnics.

BAE Systems also supports a robust formal recognition program, offering three possible rewards:

  • Pathfinder recipients lead or contribute to a project, program or achievement that aligns t the core values. These awards can range from $500 to $10,000 and are measured through IMPACT.
  • Trailblazer recipients lead a team on a significant project or program with significance that aligns to the company’s core values. These awards can range from $10,000 to $50,000 and are measured through IMPACT.
  • Chairman’s Awards are further broken down into three categories that recognize and celebrate the work of BAE Systems employees in:
    • Business Leader Award
    • Executive Committee Award
    • Chairman’s Gold Award

The basis for all the awards is the core values that BAE Systems identifies and promotes. They seek employee behavior that is:

  • Trusted to deliver on commitments
  • Innovative in finding and turning ideas and technologies into solutions
  • Bold in accepting new challenges and managing risk

The results have shown not only been award from RPI, but in celebration of their awards programs and strategy. For more information on BAE Systems, the Chairman’s Awards and their success with Recognition Strategy, please visit the company culture website at: https://www.baesystems.com/en/our-company/about-us

Tags:  7 Best Practice Standards  7 Best Practices  recognition strategies  success stories 

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