RRACE and RRACM Assessment Tools
Assessment 1: The RR Plus Activity Check (RRAC)
Recognition is Fuzzy
Recognition is a fuzzy notion. We know that employees want it but we’re not sure exactly what they want. When implementing recognition programs companies too often look backward to "what we've done," and make their evaluations of programs historical rather than current. They don’t take the time and make the effort to determine existing employee preferences. Others implement recognition programs based upon the “good ideas” of management. Often these programs come from the belief that: “if we would like this then surely our employees will.”
Stop the Guesswork - Quantify!
It’s time that you take the guesswork out of your organization’s recognition program and find out the types of recognition your employees really want, and why your managers use and do not use recognition! Recognition Rewards has a tool that does exactly that.
How The Recognition Rewards Activity Check (RRAC) Works
The Recognition Rewards Activity Check (RRAC) is a tool for your organization to better understand what forms of recognition your employees want and are receiving and what forms of recognition your managers believe are important to your employees and that they are providing. To measure this The Recognition Rewards Activity Check (RRAC)) is divided into two parts, each which compliments the other: The Recognition Rewards Activity Check (RRAC) for Employees (RRACE) asks employees to prioritize 50 specific recognition items by Importance to them and Frequency that they currently receive those items from their immediate manager. The Recognition Rewards Activity Check (RRAC) for Managers (RRACM) asks managers to rank the same 50 recognition items in terms of what they believe is important to their employees and the frequency they think they currently use the recognition items listed.
Your Results – The Heart of the Assessment
Together, the results from The Recognition Rewards Activity Check for Employees (RRACE) and The Recognition Rewards Activity Check for Managers (RRACM) are compiled into a 15-to-18 page report that informs you of what kinds of recognition your employees want and do not want, how often they are receiving it, and those factors that both inhibit as well as promote the use of recognition amongst your managers. The Importance gaps between the employees' scores and the managers' scores will show you how "in tune" your managers are to the recognition needs of your employees. And the Frequency gaps will show you how often your managers think they are providing recognition but in the eyes of their employees are either not providing enough, or are providing too much of the wrong types of recognition.
There are two reports that are included with the RR Plus AC analysis:
Report 1: The Organizational Report. This report contains the averages from all your employees and all your managers. With this report your organization will be able to precisely target those areas of recognition lacking in your organization as well as give you the ability to precisely target, and then work to correct, those variables preventing your managers from providing recognition.
Report 2: The Individual Manager Report. Every manager in your organization who takes the RRACM will be given an individual report that compares their scores against those of their direct employees. With this each manager will know precisely what recognition dimensions his or her employees are wanting and if those same employees believe they are receiving enough of those recognition dimensions. Thus, whereas the organizational report will contain the averages of all employees and managers in your organization, the individual report will contain only those averages of each manager's direct employees (which is, in some cases, as few as only 3 employees). This provides each manager with highly specific information and goals. The individual report is included with each RRAC because most organizations have a diversified workforce. What one department's employees want is not necessarily the same as the next department's employees. The individual manager report is designed to make these distinctions.
OR If you want to achieve a better understanding of your managers thoughts about "Recognition" consider our
The Organizational Managers Recognition Review (OMRR) is an effective tool for organizations to determine WHY their managers use or do not use recognition when managing their employees. It provides a useful foundation for examining the beliefs, experiences, and conditions that encourage or inhibit the use of recognition in an organization that can then be reaffirmed, modified, or changed as needed to build a more positive and productive work environment. Based upon managers' anonymous answers, this assessment will tell you whether your managers believe recognition is important for them to be practicing, whether they believe your organization provides enough support for proper recognition, whether they believe recognition affects job performance, as well as a host of other factors. All questions fall into six dimensions: Recognition's Impact on Performance, Beliefs about Recognition, Ability to Do Recognition, Passion for Recognition, Organizational Support for Recognition, and Organizational Context for Recognition.
Contact us Now at
519-656-1066 OR
Email- sales@recognitionrewards.com
to Learn More!
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Recognition Rewards Enterprises
Phone: 519-656-1066
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Email: sales@recognitionrewards.com
 
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