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The Power of Appreciation: Rewards and Recognition Practices in Canadian Organizations The Conference Board of Canada, 50 pages, June 22, 2017 Report by Nicole Stewart

The Power of Appreciation: Rewards and Recognition Practices in Canadian Organizations

The Conference Board of Canada, 50 pages, June 22, 2017
Report by Nicole Stewart

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In the summer of 2016, The Conference Board of Canada surveyed Canadian organizations on their rewards and recognition programs, practices, and budgets. The Power of Appreciation shares the findings of that survey, including the types of programs in place, rewards given, cost, and areas of successes and challenges. Document Highlights The Conference Board of Canada administers an annual survey to examine a variety of compensation and human resources management trends across the country. The 2016 survey was conducted between June and August, and HR practitioners from a total of 383 organizations across Canada responded to it (a full respondent profile is available in the report). The 2016 questionnaire included a section on rewards and recognition practices. The Power of Appreciation: Rewards and Recognition Practices in Canadian Organizations summarizes the survey findings of that section. This report also contains information on evaluating an organization’s rewards and recognition programs. Among organizations that report having at least one type of recognition program in place, long-service recognition is the most common (96 per cent), followed by retirement recognition (64 per cent). Almost all organizations (92 per cent) use manager-to-employee programs to recognize outstanding individual achievement, followed by teamwork/internal collaboration (81 per cent), and team performance (80 per cent). Long-service recognition accounts for the bulk of total rewards spending by organizations, representing 56 per cent of all spending. This is followed by corporate recognition at 14 per cent. Life events and peer-to-peer programs account for the smallest amount of budget. Table of Contents Executive Summary Chapter 1—Trends in Rewards and Recognition Introduction Plan Prevalence Integrating Rewards and Recognition Chapter 2—Celebrating Milestones—Long-Service and Retirement Recognition Programs Long-Service Recognition Retirement Recognition Chapter 3—Recognizing Performance: Manager-to-Employee, Peer-to-Peer, and Corporate Recognition Programs Benchmarking Manager-to-Employee Recognition Programs Benchmarking Peer-to-Peer Recognition Programs Corporate Recognition Chapter 4—Administration and Budgeting Administration Budgeting Chapter 5—Evaluation Satisfaction With Current Programs Program Objectives Measurement and Effectiveness Challenges and Opportunities Chapter 6—Conclusion Appendix A—Bibliography Appendix B—Respondent Profile

In the summer of 2016, The Conference Board of Canada surveyed Canadian organizations on their rewards and recognition programs, practices, and budgets. The Power of Appreciation shares the findings of that survey, including the types of programs in place, rewards given, cost, and areas of successes and challenges.

Document Highlights

The Conference Board of Canada administers an annual survey to examine a variety of compensation and human resources management trends across the country. The 2016 survey was conducted between June and August, and HR practitioners from a total of 383 organizations across Canada responded to it (a full respondent profile is available in the report). The 2016 questionnaire included a section on rewards and recognition practices. The Power of Appreciation: Rewards and Recognition Practices in Canadian Organizations summarizes the survey findings of that section. This report also contains information on evaluating an organization’s rewards and recognition programs.

Among organizations that report having at least one type of recognition program in place, long-service recognition is the most common (96 per cent), followed by retirement recognition (64 per cent). Almost all organizations (92 per cent) use manager-to-employee programs to recognize outstanding individual achievement, followed by teamwork/internal collaboration (81 per cent), and team performance (80 per cent). Long-service recognition accounts for the bulk of total rewards spending by organizations, representing 56 per cent of all spending. This is followed by corporate recognition at 14 per cent. Life events and peer-to-peer programs account for the smallest amount of budget.

Executive Summary

Chapter 1—Trends in Rewards and Recognition

Introduction
Plan Prevalence
Integrating Rewards and Recognition

Chapter 2—Celebrating Milestones—Long-Service and Retirement Recognition Programs

Long-Service Recognition
Retirement Recognition

Chapter 3—Recognizing Performance: Manager-to-Employee, Peer-to-Peer, and Corporate Recognition Programs

Benchmarking Manager-to-Employee Recognition Programs
Benchmarking Peer-to-Peer Recognition Programs
Corporate Recognition

Chapter 4—Administration and Budgeting

Administration
Budgeting

Chapter 5—Evaluation

Satisfaction With Current Programs
Program Objectives
Measurement and Effectiveness
Challenges and Opportunities

Chapter 6—Conclusion

Appendix A—Bibliography

Appendix B—Respondent Profile

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