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How to Bravo!
A Guide for Western
Union Colleagues
Bravo Overview
Bravo is Western Union’s global employee recognition program. It was designed to be a
fun, meaningful way to celebrate the ways that Western Union employees are using our
WU values, principals and behaviors to achieve success and drive results supporting
our philosophy of recognizing and rewarding employees.
Colleagues from around the globe can recognize each other directly from the Bravo
homepage, whether they are a manager of people or an individual contributor. Every
employee plays a pivotal role in the success of Bravo. Read on, so that you learn about
all the exciting ways that you can start recognizing your WU colleagues.
Types of recognition
Recognition
Tips
Employee Bravo Recognition
The Employee Bravo Recognition is a fun way for employees to give and receive
recognition for demonstrating the WU values, principals and behaviors and driving
results.
Whether you are a giver or a receiver you will be automatically entered to a monthly
drawing in which 200 givers and 200 receivers will be randomly selected to win 100
points.
Here is how:
1. Start by clicking the “Recognize someone” tile
2. Select the Employee Bravo Recognition Promotion and look up the person
you’ll like to recognize. Select the name simply by clicking on it.
3. Select one of the eCards available or include an image
of your choice.
4. Select an option from the Tell Us Why pull-down menu and insert a comment to
explain why you are giving the recognition and why you value the support
received.
5. Click on Preview and then send your recognition.
An email notification will be sent to both the colleague you are recognizing and his/her
manager.
If you believe the recognition you are sending is considerable enough to
include Bravo Points, send a copy to your manager on the Recognition and
reach out to him/her to let them know.
Any manager can add points to a Recognition, they just need to go into the
Bravo site, look for the Recognition in the Public Recognition Tile and click on
the Add Points option, it’s very simple to do so!
Manager Discretionary Recognition
Manager Discretionary is what people managers will use to recognize employees who
achieve results demonstrating the WU values, principals and behaviors. Managers
receive a discretionary Award Point budget each quarter based on the number of
employees on their team. Based on what’s being recognized, managers decide the level
of award points to give — anywhere from 20 to 1,000 points per recognition. Managers
have the flexibility to recognize and give points to employees who are not on their team
as well, and they have the flexibility to recognize several employees at one time or
individually.
Here is how:
1. Start by clicking the “Recognize someone” tile
2. Select the Manager Discretionary Recognition Promotion and look up the
person you’ll like to recognize. Select the name simply by clicking on it.
3. If you want to recognize additional employees, select Add More Recipients and
select each employee whom you wish to recognize.
4. Select an amount of points based on the size of the achievement. If
you are recognizing multiple employees, you can give different point
amounts to each employee
5. Select one of the eCards available or include an
image of your choice.
6. Select an option from the Tell Us Why pull-down menu and insert a comment to
explain why you are giving the recognition and why you value the support
received.
7. Click on Preview and then send your recognition
An email notification will be sent to the employee you are recognizing. He/she can
access the recognition from the link included on the email and go to the Bravo site were
the points will be credited into their account.
Use recognition to reinforce desired behaviors and communicate to employees that our Company values individual and collective contributions to our success.
Recognitions should be sent on a timely manner.
Manager discretionary points will be rolled over quarter to quarter but expire by the end of the year.
On the Spot
CEO-Directs can recognize colleagues “On-the-Spot” for driving results by
demonstrating the WU values, principals and behaviors. All CEO-Directs receive a
specific number of On-the-Spot cards each quarter to use and distribute among their
leaders to recognize as well.
Always let colleagues know what you are recognizing. Be specific. Also, be transparent
to other colleagues on why the recognition was given. Giving On-the-Spot cards in a
public forum like All Hands Meetings is a great way to celebrate employee
achievements and to encourage others to give recognition using Bravo.
Cards are redeemed by employees on the Bravo site by following these steps:
Carry On-the-Spot cards with you so that you can hand them out in the
moment whenever you are travelling or walking the hallways and see a
something worth recognizing.
If you ran out of cards or want additional cards for a special recognition you
can reach out to your HRBP to request them.
On-the-Spot cards can be given at the leader’s discretion to colleagues in or
out of the CEO-Direct’s lane and can also be distributed to ensure
employees across the globe receive recognition.
We also have a Promotion available on the Bravo site to award virtual on
the spot cards to employees on different locations.
Service Anniversary
WU celebrates major employment milestones achieved through social recognition from
your colleagues, family and friends.
Employees will receive:
• PURL (personal URL):
• Email notification is sent to employee’s manager 2 weeks prior to the start
of their anniversary month for them to action and invite employee’s
colleagues, family and friends by following 3 easy steps
• Employee’s peers will also receive an auto invite to participate and they
have the possibility to invite others as well
• Employee will receive the PURL via email on the date of his/her
anniversary
• Service Anniversary badge that corresponds to the employee’s tenure and will be
deposited into the employee’s Bravo account on the first day of the month of
his/her anniversary.
• Online printable certificate
• Deposit of Bravo Points after a 3-year anniversary and depending on the amount
of years will be done on the date of the anniversary according to the following:
In case the manager does not action on the PURL and automatic invitation
will be sent to the employee’s direct team members two weeks after initial
email was sent to the manager.
Be sure to action and participate on your colleague’s PURLs it’s a fun and
meaningful way to celebrate their achievement.
Point Redemption Process
Award Points give you the power of choice, allowing you to select awards from the wide array of merchandise available from the online catalog.
Employees may receive Award Points from Manager Discretionary, On-the-Spot, Service Anniversary, and from various drawings (such as our monthly drawing for givers and receivers of the Employee Bravo Recognition). Whether redeemed immediately or accrued for greater redemption power on a later date, Award Points work to motivate colleagues and drive performance!
1. Start by clicking on the Shop link in the Bravo Site.
2. Browse the Catalog and select your item and click on Add to Cart.
3. Once you are done shopping select the Checkout option and proceed with placing your order following the steps required:
4. While submitting your order be sure to include the correct contact information as the delivery of the products will be done directly to you based on that information.
5. You will receive an email confirmation with the details and contact information in case you have any questions.
Awarded points do not expire.
If you leave the company you can still redeem your points, just send an
email to [email protected] and they will send you the instructions
on how to proceed.
Recognition Take-Away
F.A.S.T. Recognition
Recognition Check list:
Similar to the F.A.S.T. feedback model, follow the F.A.S.T guidelines below for
delivering effective recognition:
Frequent. Recognition is most effective when given regularly in little chunks and
integrated into the organization’s overall processes. Recognition needs to be
perceived as fair and consistent among your staff. Be clear regarding your
strategy, and stick to that strategy when using recognition. If it is perceived to be
unfair, your efforts will lose value as a tool for enhancing desired organizational
behaviors.
Accurate. Recognition must be based on an employee behavior or performance
it also “come from the heart” to be valued by the recipient. Sincere recognition
can promote a desire to be more productive, while insincere recognition can lead
to distrust and cynicism. Try to understand what motivates each of your
employees.. For example, if an employee does not like public recognition, you
may de-motivate him/her by singling him/her out at a staff meeting.
Specific. Your employees need to know specifically why they are being
recognized. Recognition that is vague is not effective and is detrimental to
reinforcing the desired behaviors. Tell your staff what they did to receive the
recognition. For example, instead of saying “Good job,” say Good job and state
the accomplishment/contribution being recognized.
Timely. Recognition and feedback are most effective when given in a timely
manner. Don’t wait until the end of the year or quarter. Immediate recognition
ties the reward to the actual event, which may increase the chance that the
behavior will occur again.