Immediate Adoption of New Recognition Program Generates High Engagement
How Breezeline improved the employee experience by infusing employee survey feedback into a new recognition program, which identified the initiatives most important for launch (and future state).
The telecom brand wanted to focus on developing an employee recognition program to address the immediate need to attract, engage and retain talent.
They wanted a consultative partner that could use data to differentiate an employee recognition solution tailored to those needs. At the same time, they needed a nimble technology solution that was easy to administer and would support both their recognition and incentives programs. Connecting their new program to the brand’s core values would further empower their team members and help improve customer experiences.
Designing Solutions Based on Employee Feedback
The recognition program design began with research to ensure opportunities would align with employee expectations and desires. Employee feedback captured during the program discovery phase confirmed the importance of milestone celebrations as well as peer-to-peer and manager-to-employee recognitions. Those insights inspired a newsfeed function within the recognition platform for coworkers to share birthday and service anniversary congratulations.
![examples of employee feedback]()
Prioritizing a Personalized & Easy-to-Use Experience
Logging into the mobile-friendly program platform offers team members and managers a centralized view of all recognition and incentive opportunities. With one click, managers can dive deeper into the comprehensive dashboard and instantly see actionable information in real time.
Homepage Features
- Recognition Tool: Employees can easily issue recognitions from anywhere they work
- Award Storefront: One-click access to browse and redeem from thousands of award options
- Points Balance: The personalized points balance lives front and center
- Data Visualization: Managers can track team’s quarterly progress via the dashboard, which highlights program enrollment, issuance, recognitions received and budget utilization
![employee recognition digital communications campaign]()
Communicating Frequently Drives Higher Engagement
The ITA Group team acted as an extension of the organization’s marketing department to develop consistent branding across all program tactics. The communications plan reinforced key messages, including the value team members bring to fulfilling the brand’s mission and driving ongoing participation.
Communications Inclusions
- Hype video
- Program launch communications
- Program website
- Monthly catalog promotion emails
- Quarterly updates
- Recognition certificates
- Recognition budget reminders
Achieving Initial Goals Immediately Called for Program Expansion
Executive, director and manager-level enthusiasm for the program, paired with clear communications and an effective implementation strategy, ensured successful employee program adoption from the beginning.
Employees far exceeded initial targets for enrollment, recognition issuance and recognition received, causing the organization to set even higher goals beyond typical targets for a new program.
- 34% outperformance of enrollment goal
- 44% outperformance of recognition issuance goal (an average of 18 recognitions sent per participant)
- 51% increase in recognitions received over anticipated engagement
- 96% of managers issued at least one recognition
Growing a culture of recognition has had a direct impact on retention. New hires who receive at least one recognition in their first 90 days of employment are retained at a 17% higher rate than those who aren’t recognized.
![employee experience nudge communications on tablet]()
Maximizing Budget Allocation & ROI
Continual coordination between organization leaders and ITA Group generates as much employee engagement as possible from the budgeted program dollars. Underutilized employee recognition funds are identified and redirected to support a flexible quarterly promotion.
Quarterly Employees Challenges
- New-User Challenges: Employees issue their first recognition to earn points. This strategy familiarizes employees with the process and builds the habit of recognition.
- Value-Aligned Challenges: Inviting team members to issue
at least one recognition per core value to win points and prizes (via games of chance) helps deepen their connection to company values.
By closely monitoring the budget and effectively managing funds into quarterly challenges, the organization realizes a higher return on investment. Implementing timely program adjustments encourages even more recognition issuance and reinforces the desired values-based behaviors.
Exploring Additional Incentives & Recognition
As initial program investments demonstrated value, the organization added multiple programs to create a comprehensive employee engagement experience.
Achieving a successful program adoption and results so soon after launch proved that formal employee recognition was valued, and the onboarding experience was effective. The partnership continues to build on the launch through ongoing performance reviews, as well as rolling out new strategies to improve talent acquisition and retention.