Cultural Greatness is having a high-achieving culture fueled by a cool recognition program running at 100%.

1. THE JOURNEY TO
Cultural Greatness*
*Cultural Greatness: having a high-achieving culture fueled by a cool**
recognition program running at 100%.
**COOL: something that adds purpose, meaning, and commitment to the workplace.

2. 16% : Groundwork for Success
20%
14%
11%
39%
Establish a solid
foundation for your
program.
Without management’s
endorsement cultural
enhancements won’t be
embraced.
Groundwork for Success: Contribution
to impact | 16% out of 100%
CONTRIBUTION
TO IMPACT

3. 39% : Used and Loved
Ready. Set. Go.
Don’t lose momentum after
the program launches.
Executives should be
demonstrating recognition,
employees should be
advocating recognition, and
the value of recognition
should become evident.
Used and Loved: Contribution to
impact | 39% out of 100%
20%
14%
11%
16%
CONTRIBUTION
TO IMPACT

4. 11% : Improving Over Time Just because your
launch was successful,
doesn’t mean the
program will be.
Your program won’t grow if
it doesn’t stay meaningful.
Review experiences,
awards, and impact often to
make sure enthusiasm and
participation are always on
the rise.
Improving Over Time: Contribution to
impact | 11% out of 100%
20%
14%
16%
39%
CONTRIBUTION
TO IMPACT

5. 14% : Evolving Organically
Let it snowball with
its own momentum.
To ensure your program
produces its own kinetic
energy, make sure budgets,
resources, and tools are
sufficient enough to help
employees embrace the
program so recognition
goes viral.
Evolving Organically: Contribution to
impact | 14% out of 100%
20%
16%
11%
39%
CONTRIBUTION
TO IMPACT

6. 20% : Becoming Second Nature Keep it simple, keep it
routine, keep it in
your culture.
If it’s easy to use, used often,
and often reinforced with
employee feedback your
recognition program will
become second nature to
your employees and begin
to influence greatness.
Becoming Second Nature: Contribution
to impact | 20% out of 100%
14%
16%
11%
39%
CONTRIBUTION
TO IMPACT

7. Brought to you by O.C. Tanner and Aon.