Incentive - November 2008 - (Page 14)

COVER STORY compensation and HRIS, at Pepsi Bottling Group. “The gift is the token that we hand out. It’s what the manager delivers when he’s saying the kind words.” So, think about the ceremonial aspects of rewarding service or performance. New PBG employees, for example, get a plaque on their first anniversary of employment. “We send it to their home to make sure 1) that they get it, and 2) that their family sees it,” says Broderick. The family is likely to feed—and radiate—the employee’s pride, increasing the depth of the emotional bond with the company. At the five-year mark, and in five-year increments from there, employees at PBG get to choose a logoed gift and a personal gift as well, says Broderick. They make selections using a custom Web site that O.C. Tanner built. The personal gift— perhaps a camera or watch—is shipped to the home; the emblemed item is shipped to the supervisor, she says, “along with some guidelines on how and when to do the presentation.” PepsiAmericas’ Safety Roadeo is an opportunity for drivers to show their skill and to bring home trophies. L. to R., Jeff Forcier, Andy Elliott, Doug Volkmer, Randy Ravens Reinforce Company Values At every opportunity, the company should remind employees of shared core values. At PepsiAmericas, there are five: passion, accountability, respect, teamwork and integrity. And the company’s Above & Beyond rewards program (given by any employee to any other employee) as well as its spot awards (given by managers) are directly tied to these values. The revamped program features an electronic thank-you card that employees or managers can personalize and send anytime from anywhere to anyone. “What kind of tied it up,” says David Tipton, vice president human resources, channel sales & marketing, PepsiAmericas, “was every time you send a card you have to include which one of our five corporate values they demonstrated. Now everything is focused around our values.” The chief advantage of this is that you know you are reinforcing behaviors that matter to the company. A secondary benefit is that in a recognition celebration, other employees can learn, “Oh, that’s a good example of accountability.” So the reinforcement is occurring on two levels. Discover the Unwritten Values Not every company has a list of core values. But every company has unwritten ones. “Find out what’s important to your organization,” says Mark Sullivan, senior director, health and safety, PBG. With 10,000 commercial drivers in his company, safety is a major issue. In designing the safety rewards, the key was understanding that Pepsi Bottling Group values professionalism. The award for one year’s accident-free driving is a lucite block that’s personalized and that has places for five coins to be imbedded. The first year, you get the lucite block and the first coin. The fifth year you get your fifth coin and a Swiss Army watch plus a badge to iron onto your uniform, all in a presentation box. “We have about 1,500 who received the watch and box this year,” the fifth year of the program, says Sullivan. “We want a culture that people view themselves as professionals and take their role seriously. We’d like to think that there’s a lot of these lucite blocks sitting at home on a shelf and their families see them.” PepsiAmericas also has a safe-driver recognition program, a chief component of which is the Safety Roadeo. Drivers in the seven sales divisions who qualify by having a clean safety record throughout the previous year can compete in a driving competition where they do such things as back 53-foot 18-wheelers up to a cone structure without knocking it down. What’s the underlying value? Skill. Or to take it back to a core value, 14 | Incentive | November 2008 | incentivemag.com http://www.incentivemag.com

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Incentive - November 2008 Editor’s Note Headlines Cover Story: Pop, Fizz! Incentive Interview Cracking the Recognition Code Primer Travel News Canada, City Style Potentials Here and Now Cameras: Picture of Innovation The Spirit of Giving Advertiser Index Last Word

Incentive - November 2008

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