iSixSigma

Recognition for BBs, GBs and Team Members?

Six Sigma – iSixSigma Forums Old Forums General Recognition for BBs, GBs and Team Members?

Viewing 25 posts - 1 through 25 (of 25 total)
  • Author
    Posts
  • #46977

    Hawk
    Participant

    We are just wrapping up our first round of BB projects and want to recognize the BBs, GBs and team members.  Our group has kicked around a few ideas (desk items, certificates, etc.) but I thought I would see what other organizations are doing. 
     
    Any recommendations?

    0
    #156036

    L3
    Participant

    In addition to the ideas your group has kicked around, depending on the size of the project(s), number of team members and degree of complexity, my organization has taken team members to lunch, given out gift cards (Visa, Starbucks, local eateries…) in varying denominations from $5-$25.  It is also dependent on what our budget allows, if that is a concern of yours.  Hope this helps..

    0
    #156076

    GB
    Participant

    BB projects tied to certs come with $$$ and hi-pot designee.   Many Companies offer cash or stock grants (options stink) and have been known to exceed $10K in value (pre-tax).   Some extraordinary companies award a % of the cost savings as an incentive.
    GB’s: usually shirts/certs/newsletter write ups and giftcards.  Some Companies have a lower threshold of $100.00 for gift cards.

    0
    #156077

    BC
    Participant

    Wow!  I want to work for one of those companies!  We get a certificate and a pin.  (BBs, GBs alike).

    0
    #156120

    GB
    Participant

    wow…
    That is a shame.

    0
    #156122

    roadrage01
    Member

    We must work for the same folks.  Sometimes they actually say “Thank You” too.

    0
    #156123

    Adam L Bowden
    Participant

    Recommendations:  
    – go get the book 1001 ways to reward employees as a start – one is a case of beer  :-)
    Here are some other options:
    – 10% increase on base upon cert and further 3% above average when in SS pool driving results (limit 3 years)
    – Public recognition by the CEO, dinner celebration, publicise it etc
    – Send them on a training course (some where exotic) – it’s a tax write off    i.e tax write off “free”
    – provide them with a well thaught out and meaningful careeer progression plan – that’s going to really tax your HR folks  :-(
    – Provide the usual Pins, Certs, Plaque, Shirts, Desk ornaments (dust collectors)
    – Provide them with a certificate of continuing learning credits for the training
    – Provide them with appropriate journal subscriptions
    – Give them more vacation (review the needs of the folks based upon their generation Gen X, Y, etc etc)
    – Ask them what they want – and provide it – I heard one company did this and he asked for a Harley – they gave it to him – just think of the PR for the SS programme, the company (local newspapers etc) – maybe add a discrete company logo and write it off as advertising i.e tax write off “free”
    Perhaps others have another long list of creative ideas ?    :-)

    0
    #156127

    Old and Weary
    Participant

      This thread comes up from time to time and I must admit I don’t get it.  You were hired as either a GB or a BB to do what GB’s and BB’s do.  If you succeed great, you did what you were supposed to do.  If you fail, maybe you’ll get a chance to try again and maybe you won’t. Either way, you were paid for the work so why do you think you should be paid again (yes, I know all about CEO’s getting paid regardless of company performance but I don’t get that either).
      If you are going to try to promote the notion of double pay for work performed then shouldn’t you also promote the idea that failure means you will have to refund your salary to your employer?

    0
    #156128

    OLD
    Participant

    Old and Weary:
     
    I couldn’t agree more…..Not to mention many (most?) BB’s received their SS training on the company’s dime.
     Just OLD

    0
    #156132

    GB
    Participant

    You make an interesting point.   However, in some realms, BB’s/MBB’s are equvalent to Directorsand therefore eligible for executive compensation plans.  
    In Companies that truly “get it”, GB’s/BB’s/MBB’s are recognized as force multipliers that employ rigorous tools that result in signif savings/improvements…In a capitalist economy, why wouldn’t there be an expectation of R&R for such folks?
    If a Corp Director/VP is eligible for Exec comp by right of title/position, how much more should a successful BB/MBB expect?
     

    0
    #156133

    Old and Weary
    Participant

      I understand the situation where you signed on with a promise of director/exec “compensation” for doing your job.  What puzzles me are posts like the one which started this thread.  It gives the impression of expecting extra without a prior agreement.  If you didn’t negotiate this prior to doing the work you are S.O.L.

    0
    #156141

    vidya Kulkarni
    Member

    Since all these projects effect bottom line so there is extra weightage given during performance apprasal.Again weighatge depends on money saved to company

    0
    #156178

    Sorour
    Participant

    Old & Weary
    I understand your point in terms of people who are hired into Black Belt or Green Belt Roles (like myself), but in my organisation we also try and get people who are in regular functional roles to do Six Sigma projects as extra workload. They should be given some sort of reward on successful completion.

    0
    #156180

    GB
    Participant

    Old and Weary…agreed!   If they didn’t negoiate it…DOH!

    0
    #156182

    Jamilah Haron
    Participant

    First project completion is awarded with GB certification. The giving away of certificates is done in weekly management meeting. Subsequent projects are recognized through various ways – shirts, medals, quarterly best project. Completion of project is also recorded in the GB’s or BB’s personal record and be taken into consideration for salary increment and annual performance bonus. Some organizations hold semi-annual conference for top 10 best projects. Representatives from vendors and suppliers are invited to join the conference.

    0
    #156189

    Cook
    Participant

    Dear Old and Weary,I almost agree. But at our company BB and GB are part time roles that often require “above and beyond” effort since the BB work might be in addition to current workload (yes, that presents all kinds of issues for us).Anyway, rewards and recognitions are an important part of nurturing the program in our environment. Also consider that most people thrive on positive feedback. Maybe you do not need any. But I would say that you are in the minority.

    0
    #156190

    Cook
    Participant

    Get the book, “180 Ways to Walk the Recognition Talk” by Eric Harvey. One thing you’ll learn is that you shouldn’t have waited to the end of the project to give recognition. . .

    0
    #156254

    Hawk
    Participant

    What don’t you get?  Are you saying that no one needs or deserves recognition because they are just doing their jobs?  If that is the case, why would any company give someone a bonus?
     
    We’re simply looking for a small way to recognize people for their efforts.  We aren’t giving anyone a million dollars, a new house or a car.  We are talking about things that will cost less than $50. 
     
    Thanks to those who made suggestions.  

    0
    #156282

    Cook
    Participant

    See today’s (5/18/07) Dilbert for a good idea on what not to do.

    0
    #156283

    Hawk
    Participant

    Thanks for the laugh Dana!  :-)

    0
    #156292

    Satan
    Member

    Please give  the  link,thanks  and  regards

    0
    #156300

    Mike Carnell
    Participant

    Hawk,
    I think you need to give a certificate as a minimum. That would just seem to be logical.
    When you go beyond that you need to stay within the boundaries of what the company normally does (or else change what the company normally does for everyone). If you make the Belt certification something that is beyond what is normal then you will create that impression of a 2 class society within the company. That isn’t going to help Belts get projects complete.
    Motorola was a t-shirt and pin type recognition unless we were in the finals of the TCS competition (Total Customer Satisfaction). That was a trip to Chicago (in January), presents in your room every time you went toa function, dinner with the CEO, limo rides, etc. The year we were there (the first year) we were in the final 17 out of over 2000 that began so it was very special for the teams.
    I have seen GE pay $25,000 for a single project (the BB threw a huge party for the plant).
    I have seen a percent of benefits paid to both the BB and the team.
    I have seen nothing done and those Belts find the companies that do something very quickly. There are two facilities, two companies, less than 30 km apart. I worked with one that paid a bonus. I visited another that did not. The first question I was asked when I walked into the room with the belts that received no bonus was “Is it true that the Belts at XYZ company got XYZ bonus last year?” I wonder what they are thinking?
    People want to be recognized and rewarded. If you draw a hard line in the sand (Texas thing) that doesn’t recognize or reward be prepared to lose people to those that do.
    Just my opinion.

    0
    #156339

    Cook
    Participant
    #156345

    Bode
    Participant

    The first 2 years we were doing Lean Six Sigma (LSS), every person (BB, GB and Team member) that fully participated on an RIE or Project got a $75 award.  My organization sets aside a set amount each year for all performance awards and the $75 came from this pot of money.  Now we are not rewarding anyone just for participation.  Doing LSS is part of your job.  Do your job well and you will be rewarded at the end of the year.  Do your job poorly and you will not.
    Annually at the employee awards ceremony, we recognize the best LSS project/RIE with a team award in front of the entire organization.
    Successful completion of projects/RIEs is required to be certified as BB or GB.
    Dave

    0
    #156375

    Roy Madsen
    Member

    LSS projects – no matter how described or executed – usually result in extra efforts by the team members.  Providing a “thank you” is greatly appreciated by the participants and encourages them to participate in others.  Recipients also encourage other employees to participate in projects.
    Here every team member (GB and BBs included) receive a nominal gift (valued at $10 – 40) and that “thank you” from the senior executive at a luncheon held for completed projects.  This is provided for every completed project and ensures that all participants are recognized.
    For projects with signficant savings or operational impact, the project sponsors or owners have the option to reward either the belts and/or team members with cash.  Those awards are reviewed by the Champions to ensure consistency across the organization.   

    0
Viewing 25 posts - 1 through 25 (of 25 total)

The forum ‘General’ is closed to new topics and replies.