Mozilla

"There has never been a more important time for the recognition industry to make the connection between business objectives and employee recognition programs, and metrics are critical to proving that connection.” (Jennifer Lumba)

@ioana_cis #fcm2

• Cash was (is) the king - payday
• End of year bonus
• ..

• No. But..
• They will lack agility
• They will look for time depending bonus more than performance
• .. because companies must focus on the recognition not the rewards, reinforcing desired behaviors that contribute to positive business results

• Performance-based recognition program aka metrics
• + compensation package aka rewards
• = succesful stories (lower cost to improve the performance )

• Community members/ emplyees need to
• - feel they are part of the success
• - their work made an impact

• Know where you stand - mission, vision
• Know how to get there - Align metrics with company goals
• Know how to share the experience
• Knoe them and what they are motivated them as individuls or as team

• Projects metrics - individually * teamwork
• Personal metrics - development

• Count what it counts
• Give them the driver seat
• But ask them to use the security belt
• Draw them
• Gamification

• Status of progress
• Status of relevancy
• Know how to share the experience
• Public recognition - best - try to top it
• .. but keep it a healthy competition
• Frustation - they do things and no one acknowledges it

• MOTIVATED people
• Real recognition - lower costs
• Improve organizational performance
• .. but also identify who isn’t rowing with the team.

• some examples:
• Applebees, Superquinn supermarkets, John F. Kennedy’s 1961 speech
• .. and of course let us know what are your succes storieson metric motivation

• @ioana_cis
• https://ioana-chiorean.github.io/slides-FLOSSMM-2015
• ioana@mozilla.ro