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u s O Kd Ideas and Information from your Recognition Resource
V o l u m e
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N u m b e r
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There’s a Forest of Recognition in Those Trees
S P A N N I N G
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G L O B E
Federal Way, WA – The tree is a powerful symbol in the Pacific Northwest.
SNAPSHOT
RECOGNITION
When flying into Seattle, the view out the window is a breathtaking expanse of mountains covered by a carpet of fir trees. Inside Weyerhaeuser (one of the world’s leading lumber and forestry product companies) the trees are still wonderfully visible. And it’s not just the view out the company’s windows – it’s in plain sight around the necks and fingers of thousands of employees as part of the company’s logo. At Weyerhaeuser, you see much more than the human forest, you clearly see each tree. “Believe it or not,” says 35-year journeyman pipe fitter Don Campbell, “I was in a restaurant in South Dakota on vacation and was wearing my 25-year Weyerhaeuser ring ... a guy and his wife a couple of tables over said, ‘You work at Weyerhaeuser ?’ He worked for Weyerhaeuser someplace else, and he saw my ring and started talking.” And it’s not just fellow employees who notice, explains Brenda Leach, owner of a gold chain with a 10-year, 14K gold company logo. “A lot of people notice it, and they comment on it...whenever ' Don I tell them [it’s from] Weyerhaeuser Campbell, they say, ‘I understand that is a great 35-year company to work for.’ I get that journeyman response a lot.” pipe fitter In a time when some say company symbolism isn’t important because employee loyalty is ¶ Brenda Leach, HRMS Production a thing of the past, the Support Specialist folks at Weyerhaeuser are a solid reminder that such a trend is not true for companies that really treat their people right. Indeed, Weyerhaeuser people are firm believers that a good dose of recognition – with highly symbolic awards – does a lot to encourage that loyalty. “Every time I look at my ring [I realize] 35 years is a long time to be someplace,” Don Campbell notes. “People (continued on page 3)
Should I Stay? Should I Go? Early recognition is more important than ever to help you capture employee’s hearts – since many people plan to move on prior to even starting at 11.86% ........... 1 YEAR OR LESS your company. How long new 29.5% ............. 1-2 YEARS college grads 20.94% ........... 2-3 YEARS plan to stay with their first 10.93% ............ 3-5 YEARS 26.8% .............. 5+ YEARS employer: Source: NACE, 62 Highland Ave, Bethlehem, PA 18017; HR Factfinder, August 2000.
I N
O T H E R S ’
Everywhere, Etiquette Means Everything When your company expands to other nations, chances are you want to export a touch of your corporate culture to your overseas offices. Expanding your recognition program to include your worldwide workforce is one way of helping employees feel like part of the team. In the November 2000 issue of Incentive magazine, author Libby Estell gives some solid reminders of the “do’s and don’ts” of worldwide giving. The article explains that when it comes to business etiquette, folks from the U.S. are not always seen as savvy to various world cultures. Following a few rules of etiquette can help solve that problem. “Giving is what’s really important in most cultures,” says quoted author Kilka Klinkenberg, “but if you don’t put some thought into the gift, you can really insult the recipient.” The article gives the following guidelines for safer worldwide giving – which are appropriate for expanding a recognition program: (continued on page 2)
W O R D S
Turnover Can Be Controlled Lack of appreciation continues to be a problem In this overheated job market, there are a variety of things that make employees want to stay with, or leave, your organization. Anita Byer, President of The Human Equation, says there are things you can do to help keep your key people. (continued on page 3)
TWO PROGRAM POINTERS
RECOGNITION’S
ROAD TRIP TO THE
FUTURE
During the autumn of 2000,
interested representatives from almost 200 companies around North America learned firsthand about new and powerful trends in employee recognition. The “Future of Recognition” seminars were sponsored by O.C. Tanner and co-sponsors, such as Colgate Palmolive and
Break the Cliché
For folks about to retire, the cliché goes something like this: Clean out desk Attend farewell dinner Receive gold watch But for today’s retirees, the cliché of a traditional gold watch may not be the most popular award. Retirees’ lifestyles and tastes are as varied as the people themselves. When planning for retirement awards, consider offering a choice of awards that: 1. Are highly prized and wouldn’t normally be purchased by the individual, 2. Will be cherished for many years, 3. Reflect the genuine appreciation of your company, 4. Reflect the importance of a completed career, 5. Have a positive impact on coworkers who see them presented. And remember...retirees may very well rejoin the workforce – they are among your most valuable future employees. The awards you give them when they retire should build a feeling of dedication to your company that makes retirees want to return!
ETIQUETTE MEANS EVERYTHING (continued from page 1)
Nothing dignifies a home quite like an heirloom grandfather clock. This clock is from Rideway, and features a cherry finish and curio cabinet.
Ah, the trips they’ll dream of (been there ... or going!) with this 16” lighted Replogle floor globe.
Make your intentions known – be careful that people don’t feel like the item you give is a bribe. Many people dream of traveling. This quality Samsonite luggage set helps them get packing.
At a Future of Recognition Seminar, Dave Hilton, O.C. Tanner’s Manager of Website Programs, explains how the Internet is changing and improving recogniton.
Georgia-Pacific. The seminars were held in cities from New York in the east to Las Vegas in the west, Toronto in the north to Atlanta in the south. During the two-hour meetings, attendees learned the latest in recognition trends – based on best practices from Fortune 100 companies. Recognition experts also explained the benefits of online recognition programs and introduced a variety of cuttingedge technologies that can enhance recognition programs of any size by:
Helping build a culture of recognition and appreciation Substantially reducing administrative efforts for HR staff Creating more flexibility Improving overall program speed Effectively communicating company values and tying them to employee contributions The seminars will be on the road again in the spring of 2001. For more information, log on to www.octanner.com or contact your O.C. Tanner representative.
Volume 5. Number 1
There’s still some gold on this luxury watch! And that’s just fine. This stylish Rado quartz watch will be cherished for a lifetime, and by generations to come.
Steer clear of religion – the majority of the world does not celebrate Christmas, so if you have awards going out during that season, simply say a safe “Happy Holidays.”
A grand piano that plays itself! This exquisite Reuge music box is constructed of natural burl wood and plays music by Chopin.
ON THE COVER: Woman’s gold-tone Bulova quartzwatch with 16 diamonds; Two-tone sliverplate and goldplae oval belt buckle. The “e” emblem represents how your company’s logo might be included.
Run the numbers – in some cultures, numbers have expanded meaning, such as the number four, which is considered unlucky in much of Asia. Know the meanings of everyday objects – leather goods are not acceptable in much of India; clocks are bad luck in much of Asia. Carefully consider quality – remember, the quality is a reflection on your company. The O.C. Tanner International Team has expertise in designing worldwide programs, and will gladly consult with you to help your organization avoid cultural gaffes. O.C. Tanner ships awards to 170 countries.
Having a Ball! As a gesture of thanks and recognition to O.C. Tanner employees for creating U.S. Olympic Team Rings, Sydneybound athletes in several sports autographed commemorative balls and other sports equipment. It’s all on display in our Salt Lake City headquarters. If you’re visiting us this year, be sure to ask for a look!
THREE WEYERHAEUSER (continued from page 1) comment that it’s not common these
days. Young people don’t seem to understand that I have had one job for 35 years.” But Weyerhaeuser creates a great atmosphere for their people – one that makes even younger employees want to stay. Another 35-year veteran, customer service manager Gary Joyner explains the role recognition plays in keeping Weyerhaeuser people for the long haul. “[Recognition] is a very motivational tool,” Joyner says. “My observation over the years has been that employees really appreciate this, and that it is another feather in the company’s cap as far as the way the employee perceives the company’s commitment to them as an individual. I really believe it is quite motivational.” Weyerhaeuser’s service recognition program has been in place for a long time. From time to time, the company freshens the program with ¶ Lauren Laakso, 25-year contempoemployee, Longview, WA rary jewelry and wearable awards. However, despite having a very diverse workforce, they choose to include only items that are easily visible and usable on a daily basis. Adding items such as electronics or garden accessories, the employees say, would be out of character for the purpose of the program. The company has stood by a selection of wearable, high-quality awards that include Weyerhaeuser’s pine tree logo in gold and diamonds.
Scoggins explains that Weyerhaeuser values the program because of the integrity it displays. “The program has integrity built in,” she says. “No one can just go and get an award. They have to earn it to obtain it.”
PRESENTATION POWER The quality of Weyerhaeuser’s award program is as high as the tallest trees the company grows and harvests. But just like the trees, Weyerhaeuser people need nurturing to complete the recognition experience. Since an award without a proper presentation loses much of its value, ¶ Kathy Scoggins (left), Recognition Weyerhaeuser people Program Administrator with make the most of every Anita Nelson. chance to celebrate. Kathy Scoggins reminds managers of their presentation duties whenever she talks with them about an award. And like a strong pine, the company’s presentation style has grown over the years. “There are always big announcements,” says Judy Craig of the company’s benefits department. “There are flyers on the walls to let you know where [the presentation] is or that someone is [being recognized], or they send out an email. It’s always a big deal.” In many cases, and depending on what the employee wants, the award presentation takes place on the recipient’s anniversary date at a special off-site PEOPLE WANT SYMBOLS “Having the Weyerhaeuser lunch – on the company. The employee’s team goes logo as a visible part of my award shows that this is a along, and former notable coworkers are invited too. company I like working for,” Brenda Leach explains. Managers often look at an employee’s HR records “I prefer to have the logo,” notes Lauren Laakso, Gary Joyner, 35-year veteran in order to create a memorable presentation. Gary a 25-year employee and trainer at the company’s mill Joyner says that for his 35-year event, someone created a photo board illustratin Longview, WA. “It is the recognition that I work for a good company ... it’s nice to have something that people can look at and say, ‘You’re a long time ing the stages and changes of the company and the progression of his solid career. Joyner laughs at what the photos showed, “When I joined this company Weyerhaeuser employee.’” Brenda Baker, a 10-year compensation analyst, put her gold Weyerhaeuser I had hair!” Such gestures go a long way in creating memorable presentations. logo among her other favorite symbols on her cherished charm bracelet. She RECOGNITION’S IMPACT Weyerhaeuser people make it clear that seeing one explains that that’s where she keeps, “the things that make you you.” more tree – a symbolic one in the form of their awards – is valuable, and And in an amazing show of company pride, some men in the company’s helps to keep great people at a great company. mills even wear the logo on gold chains around their necks since, for safety, The bottom line, says former program administrator Anita Nelson is, most can’t wear rings and watches on the job. Gold chains for men are more “Do you value me or not? [An employee] dedicates their life to the company popular than ever...so why not! Kathy Scoggins is the recognition program administrator for Weyerhaeuser. ... 40 hours a week or more. To give back to that employee is one of the highAt her office in the company’s headquarter campus, Scoggins has the opportu- est esteems the company can give. Our service award program shows that we care, we recognize you, and we care about you.” nity to mix face-to-face with 3,000 of Weyerhaeuser’s 50,000 employees. “You should recognize people a lot,” says Judy Craig. “People feel appreciScoggins maintains a keen interest in the program and often invites employees ated when you do, and I think that is part of staying with the job.” to her desk for a look at the full line of awards she keeps on hand. It takes a “This is a life-long keepsake,” adds Gary Joyner. “It’s a constant reminder of my bit more time, but it’s worth it, she says. evolution with this company ... and what the company did to recognize me for it.” “It’s the ‘feel good’ aspect,” she says. “There is not a whole lot of feel Every tree in the forest counts. And at Weyerhaeuser, recognition helps good that you find in every day life. To see [a recipient’s] joy – their people see the human forest for the trees. happiness – is just wonderful.”
Recognition is a very motivational tool ... employees really appreciate this.
TURNOVER CAN BE CONTROLLED (continued from page 1)
In the April 2000 issue of HR Factfinder, Byer explains that Lack of Appreciation is a major factor in people leaving an organization. “[Lack of appreciation] continues to be the top complaint,” she says, “and probably the easiest to correct.” Byers notes that, “Turnover eats into profits” (see chart). Cost estimates include loss in company productivity, expenses required to replace a departing employee, and the time cost of other employees to pick up the slack. An additional point that can directly tie to recognition is dissatisfaction with supervision. While each TURNOVER FACTS & FIGURES person will have their own management style, Byer ' Average cost of replacing an suggests, “Provide training to employee: $10,000 - $50,0001 improve skills; hold the ' Highest Turnover Groups: Technology and administrative supervisor accountable.” Encouraging supervisors and managers workers1 to provide day-to-day thanks and sincere appreciation during ' Unemployment Rate: 4%2 times of formal recognition help alleviate negative feelings. ' Employers looking for workers: 30%3 “Celebrate successes,” Byers says. “Say thank you often. 1. William M. Mercer Inc. 2. U.S. Bureau of Labor Statistics Money is not always enough, even if pay is above market.” Source: The Human Equation, www.thehumanequation.com; HR Factfinder, April 2000
3. Manpower Inc.
Kudos Volume 5. Number 1 Publisher O. C. Tanner Recognition Co. Editor Randall Shirley Contributing Editor Adrian Gostick Copy Editors Marylu Dadakis Mindi Cox Design/Layout Janice Takagi
Phone: 1-800-828-8902 Fax: 1-801-483-8296 E-mail: kudos@octanner.com KUDOS is published by O.C. Tanner Recognition Company, 1930 S. State St., Salt Lake City, UT 84115. Copyright 2001 by O.C. Tanner. All rights reserved. Reproduction in part or whole without written permission is prohibited. Not responsible for unsolicted materials. Second-class US postage paid at Salt Lake City, UT 84101 and additional offices. Postmaster send address changes to above address.
KudOs Volume 5. Number 1
FOUR O . C .
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C O R N E R
The Ultimate Symbol:
A History Lesson The design for the medals O.C. Tanner will make for the 2002 Olympic Winter Games is still top secret. But we can tell you what the medals look like right now. The gold bars you see pictured are future gold medals! The first modern Olympic Games were held in Athens during 1896, but medals weren’t a part of the Games until the Rome Olympics in 1960. The first medal design featured symbolic images of victorious athletes in a classic art style. Medals of the Olympic Winter Games differ from those of the Summer Games, as each Winter Games organizing committee is allowed to determine what the medals will look like. Winter Games medals often incorporate local imagery and symbolism along with famous symbols of the Olympic Games, such as the five interlocking rings. An example of local symbolism? The medals of the 1994 games in Lillehammer were partially crafted from Sparagmite, a type of stone extracted from the site where the ski jump was built, a lasting reminder of the host country’s pride. Your company’s logo and other unique elements can give your employee recognition awards similar power. The medals O.C. Tanner is creating for the 2002 Olympic Winter Games and the U.S. Olympic Team Rings are powerful, lasting symbols of recognition. The awards you give can have the same lasting impact. Symbolic awards carry an Olympic-size message for your employees: Performance and dedication are noticed, appreciated, and recognized. Add impact to your recognition program. Let your people know that the quality awards they receive are created by the same people who help recognize Olympic athletes. T
SPANNING THE GLOBE Give Globally & Graciously
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IN OTHERS’ WORDS A Turn at Slowing Turnover
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survey.octanner.com/kudos Penny, er, crystal for your thoughts? One lucky respondent to our online Kudos reader survey will win this stunning and valuable Kosta Boda vase. Log on and give us your thoughts.
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ESSENTIALe AWARD COLLECTION Fabulous Farewell
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COVER STORY There’s Powerful Recognition in Those Trees
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You Can WIN!
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PROGRAM POINTERS Playing in a Venue Near You
ATTENTION! Cast a Vote that Counts!
Don’t miss our reader survey inside. See page 4.
Volume 5. Number 1