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Rewarding BB, GB Teams

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Viewing 17 posts - 1 through 17 (of 17 total)
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  • #40248

    Marz
    Participant

    Hello All:
    I am looking to do a little benchmarking here. Except for the occasional pizza, my company does not have a formal reward and recognition program for team members active on black & green belt projects.
    Please let me know what is offered out there, and if possible, identify company name.
    Regards, Kevin

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    #124387

    NpBB
    Participant

    A one time payout of Company  Restricted Stock upon certification (completion of training program & 2 projects)

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    #124388

    Marz
    Participant

    Thank you…..
    Is anything done to reward team members? (Not the Black Belt)
    Kevin

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    #124389

    Tierradentro
    Participant

    Kevin,
    I work for a national company in Canada. We have no corporate recognition program for Black/Green Belts or participants at project completion.
    However, the visibility that participation in a project brings has led to a number of job advancement opportunities for some of the folks that I know.
    John

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    #124396

    BTDT
    Participant

    John:Are you a YYZ, YVR or YYC kind of person?BTDT

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    #124397

    Dayton
    Member

    I’m betting he’s a Toronto, Vancouver or Calgary kind of guy.   Given the choices. 
     Vinny

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    #124422

    BTDT
    Participant

    Not too many choices for Six Sigma in Canada. Well Montreal too for the Bombardier folks.BTDT

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    #124426

    Mike Carnell
    Participant

    Kevin,
    There really doesn’t seem to be much consistency in Rewards and Recognition programs. We have had a customer in 1996 who had the BB sign a contract that if they left within 1 year of their certification they owed the company $60,000+ to cover their lost costs. There was only one of those thankfully.
    In general it is a % (normally 1-2%) of savings that is split between the BB and the team (team members, idea originator, Process Owner, etc.) If you set it up to reward just the BB it reinforces the idea that you now have a group of elitists.
    Here is where management becomes a problem. We had a project deliver $18,000,000 annualized (savings calculated by the local accounting team and checked by corporate team). They were not eligible for the bonus until 6 months of benefits were accounted for. Basically the company received $9,000,000 before they needed to cut a check for $180,000. Even if the project never delivered another cent it was a good investment (it did continue to deliver) but there will be some serious sticker shock when that first big check comes due. They run around with their hands in the air screaming this program costs to much even though they have just realized $17,820,000 ($8,820,000 before they cut the check) more than they would have seen before the project was done.
    In general Management doesn’t see this truck coming because they tend to question the ability to produce the big numbers in their well run company – I have never had a deployment that did not produce at least one of these monster projects – so prepare for it. Deal with this mentality early by running scenarios past the management team. If they sign up to pay and the big check comes due and then they get into a debate over whether or not to pay they hurt their integrity as a management team and your programs credibility the longer they wait.
    Rob, Scot and I did address this to some extent in our article on the Home page (Toolbox).
    Just my opinion.
    Good luck.

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    #124432

    Tierradentro
    Participant

    What about  Watches? 

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    #124482

    Tierradentro
    Participant

    I am a YYZ, took me a minute to figure out the question, must be early Monday morning

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    #124497

    Kris Brazeal
    Participant

    Kevin,
    I have seen companies do different R&R programs.  Some include a standard $ amount to the BB and the team members.  This is also based on what the team members achieve when the project is completed (i.e. some companies train the team members as Green Belts, so they achieve a certification once the project is completed).  At GE, there was a monetary amount given to the BB and team members that was not based on the financial savings of the project.  There were tiers of the amount based on the performance/dedication of the team member (i.e. $250 for satisfactory, $500 for good, $750 for superior).  Very subjective obviously…
    Other companies I have seen give a a gift to the team members when the project is completed along with a certificate. 
    I think it really depends on the comfort level of the organization and then current R&R structure in place.
    Kris Brazeal

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    #124500

    Marz
    Participant

    Kris:
    Thanks for the good info…….what you describe is similar to what we are debating. We are also considering something larger, kind of like the scenario described by Mr Carnell. – any choice we make will have to be planned, launched, and measured with care.
    I am still interested to read more examples of what various companies do and greatly appreciate all who have responded thus far
    Kevin 
     
     

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    #124521

    Mike Carnell
    Participant

    Kevin,
    It is Mike please.
    I am jet lagged, grey hair and bags under my eyes so I am feeling pretty old please don’t make it worse.
    Regards

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    #125105

    Kenny
    Participant

    Please feel free to contact me. I work for an Emerson division and we have a whole recognition program that we provide recognition for members of Continuous Improvement Teams. 1st off, we track teams via a home-built global db. If an emplyee participates on 5 teams in a fiscal year, they receive a nice framed certificate. If they serve on 10 teams, they get a nice engraved “trophy”. And for those that are on 15 teams, they receive permanent recognition on our “CIP in Action” wall.

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    #125106

    Marz
    Participant

    Thanks Kenny, nice way to recognize active team members, but is it cumbersome tracking all of that?
    Also, does Emerson Have Green Belts leading teams, and if so, what is the recognition scheme for them?
    Regards
    Kevin
     

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    #125113

    Anne
    Participant

    We are developing a program right now to recognize teams for their efforts.  I call it a Rolling Thunder approach, as we want to encourage people to do the right thing and get rewarded fairly early in the project to provide ongoing incentives to continue.
    Financial impact: from movie tickets and small give-aways, to one-time bonuses of up to $500 per person per project. 
    Recognition: letters from the Executive VP to all team members, “Wall of Fame” listings of projects and team members, posters with summaries of the projects’ success in using 6 sigma principles, website and newsletter features, success story roadshows by the teams to other groups, presentations at all hands events, and other activities that give the teams visibility and bragging rights.
    It’s exciting to be part of the group that makes people feel good about what they do.  We think that this program will encourage the employees to continue their work and incent other groups to pick up the ball.

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    #125187

    Al
    Participant

    We are proposing a Six Sigma team reward payment equal to 1% of the project annualized benefits, for finalized projects that have been audited by finance for a minimum period of six months, to be distributed equally among the team members.

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