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Book/movie review
22/08/2022
In 2012, the compensation group at Google embarked on an 18 month mission to create a variety of reward and recognition programs that met the specific needs of its workforce.
HR’s goal for its rewards-and-recognition programs was always to support employee innovation and performance. So the group engaged in a monumental task, using every communication vehicle available to solicit, gather and interpret employee and external feedback. It administered surveys, held focus groups, conducted academic research, perused U.S. studies, and interviewed and observed employees.
In the end, the company figured out what turned employees on and off in terms of rewards and recognition. It then launched (in the second half of 2013) a rewards-and-recognition platform housing two programs that employees not only support but can call their very own.
The company had been supporting four types of reward/recognition programs. Although they all still exist, two of them — Kudos, a peer-to-peer recognition program that lets employees send online thank-you notes to co-workers without going through an approval process, and Peer Bonus, whereby they can nominate their peers for $175 rewards — have been modified based on the compensation group’s findings.
A third reward/recognition program, the Spot-Bonus program, allows managers to award any employee who served on their project teams with a larger monetary award of their choice or noncash recognition, such as dinner for two.
In a 2-3 page report, prepared in APA style with at least two references, do the following:
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