FY08 Global Employee Survey:
Recognition Overview
Copyright © 2007 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.
What are our people saying
about recognition?
• What are we getting right?
Celebrating Performance
“The Celebrating Performance web site/awards system is a wonderful
idea. It definitely raised my morale when I received an award.”
People Developer Recognition
“There has been a definite swing towards rewarding people development in the last
couple of years and I think Accenture should be praised for this. It was non-existent;
employees raised the issues and Accenture responded.”
Recognizing High Performance
“Whenever I perform above expectations and add value to the
clients business, my efforts are appreciated.”
More Frequent Recognition
“It (frequency) has improved dramatically in the last year.”
2
What are our people saying
about recognition?
• Where can we improve?
Informal Recognition and Saying “Thank You”
“Even though a lot of emphasis is placed on formal recognition, I think Accenture as a whole
still lacks the informal recognition many expect. Informal "Thank you" from a manager /
senior executive sometimes means more than the formal and/or public recognition.”
Rewards Based on Favoritism
“I see a lot of people who work extremely hard behind the scenes and never
get rewarded. It seems to me that the only people who are rewarded are the
managers and the manager's 'favorites'.”
Service Anniversary Recognition
“I have received recognition in many ways. I was disappointed that after having spent 10
years with the company, that milestone was not recognized by my leadership, or by the
company.”
Priority of People Development
“I think our people who are the strongest in the 'people developer' area are often
overlooked for those whose numbers are superior, which is a shame. We keep
saying that our people are our business, however, we don't reward the true
stewards of the company for putting in the time and energy to ensure that the
next generation will be able to run this company.”
3
Global Themes
• We can improve upon the consistency and frequency of our people’s
recognition experience. It varies widely depending on the project and
supervisor’s management style.
• Recognition is a motivator for many who regularly receive it. People want
to feel appreciated and that their efforts are not going by unnoticed.
• The perception is that ‘Business Operator and ‘Value Creator’ are more
highly valued and rewarded than ‘People Developer’.
• We can do a better job recognizing our new hires. Many new hires (six
months and under) mention not receiving any recognition for their work.
• It is a common perception that we have a gap in our rewards and
recognition for Senior Executives who feel under recognized.
• The most preferred type of recognition is Celebrating Performance
points, followed by an informal thank you.
• ‘Other’ preferred types of recognition include recognition that translates
into tangible rewards. The preference across geographies is cash, in the
form of performance bonuses, spot awards, or higher salary increases.
4
How do we measure recognition?
•
The Global Employee Survey is broken into 6 categories, which are the drivers of
engagement. One of these categories is Rewards & Recognition.
•
Recognition is measured independently as a sub-category within Rewards &
Recognition.
•
Recognition questions included in the GES:
 21. I am rewarded for developing people who work with me
 22. I receive appropriate recognition for my contributions
 23. I receive recognition from my supervisor or leadership team (non-scale question:
Frequently, Occasionally, Rarely, Never)
 23a. Please select from the following list your 2 most preferred types of recognition (nonscale question):
•
•
•
•
•
•
•
•
•
Celebrating Performance points
Celebrations and/or ceremonies
Celebratory dinners with small groups of leadership
Informal "thank you" from your supervisor/co-worker
Personal letter/note from leadership
More time away from work
One-on-one time with a Senior Executive
Public recognition
Other (please specify)
5
Global Results: Rewards & Recognition
HIGHLIGHTS:
• Rewards &
Recognition was the
lowest category at
57%
o Pay (45%)
o Recognition (51%)
80
76
74
74
71
% Agree
• This is largely driven
by low scores in three
of the four subcategories:
FY08 Category Results
70
65
60
57
o Benefits (55%)
O
pp
or
tu
ni
R
tie
ew
s
ar
ds
&
R
ec
og
.
W
or
k
vi
ro
En
W
or
k
C
om
op
le
pa
ny
n.
50
Pe
• Performance
Management was the
highest scoring subcategory at 63%
6
How to we recognize our People
Developers?
• A key change in FY08 was the option to identify colleagues who have
been role models in developing our people
• Over 52,000 unique individuals were recognized as being strong people
developers, with over 137,000 recognition comments submitted
• List was sent to GU HR Leads with recommendation to recognize these
individuals at the DTE level within the GU
• All individuals recognized received their comments in a confidential e-mail
from our survey vendor
• Employees proactively wrote into the HR mailbox thanking HR for adding
the People Developer section to the survey, describing the value they got
out of receiving the feedback
• Geography, country and entity level best practices were implemented to
recognize these individuals
7
Global Results:
Improvements and Opportunities
HIGHLIGHTS:
• While the scores
increased over FY07
for questions 21 & 22,
we see an opportunity
to strengthen the
recognition culture at
Accenture with specific
focus in FY09 on
recognizing our people
developers.
• Question #22 was 4th
in the list of the Top
Ten Most Improved
Questions
• Questions #21 and
#22 were 2nd and 8th
respectively on the list
of Ten Least Favorable
Questions
Top Ten GES Most Improved Questions
#
Question
22.
I receive appropriate recognition
for my contributions (Recognition)
FYO8
% Fav.
FY07
% Fav.
Delta
56
50
+6
FYO8
% Fav.
FY07
% Fav.
Delta
Ten GES Least Favorable Questions
#
Question
21.
I am rewarded for developing
people who work with me.
(Recognition)
46
42
+4
22
I receive appropriate recognition
for my contributions
(Recognition)
56
50
+6
8
Frequency of Recognition:
Q23: “I receive recognition from my
supervisor or leadership team.”
HIGHLIGHTS:
• This is a new question in
FY08
FY08 ALL Accenture
• Combined 75% respondents
say they are recognized
‘frequently’ or ‘occasionally’.
• Of these 24%, the following
groups may benefit from
increased focus in FY09:
o DTEs: New Businesses,
Outsourcing and SI&T
o Workforce: Services
49
40
% Respondents
• 24% respondents feel they
are recognized ‘rarely’ or
‘never”
50
30
26
20
20
10
4
0
Frequently
Occasionally
Rarely
Never
o Career Levels: Senior
Executives and
Assistants
o Geo: IGEM
9
Types of Recognition:
Q23a: “Please select from the following list
your 2 most preferred types of recognition.”
HIGHLIGHTS:
• Most preferred types of recognition are Celebrating Performance points and an informal thank-you
• The high % of employees who prefer and an informal thank-you and personal letters indicates an opportunity for a
higher-touch (and inexpensive) approach for day to day recognition
• Focus in FY09 will be on tools and resources to enable more personal and informal recognition
What types of recognition do you prefer?
Celebrating Performance points
52%
Informal "thank you" from your supervisor/co-worker
38%
Personal letter/note from leadership
24%
More time away from work
20%
Public recognition
15%
Celebratory dinners with small groups of leadership
14%
One-on-one time with a Senior Executive
10%
Celebrations and/or ceremonies
10%
10
Recognition Sub-Category
by Geography
HIGHLIGHTS:
• ASG and India scored
most favorable in the
area of Recognition at
61%, which was 10%
higher than the
average
• IGEM’s score was the
lowest in this subcategory at 33% and
was 18% below the
average
• Focus in FY09 on
obtaining best practices
from successful local
programs and offering
an increased focus on
solutions for lower
scoring GUs
• Detailed analysis by
GU contained in
Appendix A
11
Recognition Sub-Category
by DTE
HIGHLIGHTS:
• Products and Public
Service have the highest
% of favorable
recognition related
responses
• New Businesses scored
11% lower than the
average DTE
• FY09 focus will be on
increasing engagement
across all DTEs in this
area, with an emphasis
on New Businesses,
Outsourcing and MCIM.
DTE
FY08
Change From
Group
ALL
51
-
MCIM
47
-4
Outs.
46
-5
S&IT
53
+2
C&HT
52
+1
Res.
51
0
FS
50
-1
Prod.
54
+3
PS
55
+4
Other*
49
-2
New Bus.
40
-11
12
Q21: “I am rewarded for developing
people who work with me” by DTE
HIGHLIGHTS:
• Scores increased from
FY07 for this question
across all DTEs
• Highest % increase
over FY07 occurred in
Outsourcing, C&HT,
Resources and
Products
• Lowest % favorable
responses received by
occurred in New
Businesses, MCIM,
and Outsourcing
DTE
FY08
FY07
Delta
ALL
46
42
+4
MCIM
40
38
+2
Outs.
41
35
+6
S&IT
49
45
+4
C&HT
46
41
+5
Res.
44
39
+5
FS
43
40
+3
Prod.
48
43
+5
PS
48
45
+3
Other*
42
--
--
New Bus.
35
34
+1
13
Q22: “I receive appropriate recognition
for my contributions” by DTE
HIGHLIGHTS:
• Most favorable results
in C&HT, Public Service
and Products.
DTE
FY08
FY07
Delta
ALL
56
50
+6
• Increase over F07
across all DTE groups
except New Businesses
(-2%).
MCIM
54
47
+7
Outs.
51
45
+6
S&IT
57
52
+5
C&HT
58
49
+9
Res.
57
50
+7
FS
57
47
+10
Prod.
60
51
+9
PS
61
55
+6
Other*
55
--
--
New Bus.
45
47
-2
14
Frequency of Recognition by DTE:
Q23: “I receive recognition from my supervisor
or leadership team.”
HIGHLIGHTS:
• Products and MCIM
have the highest
number of respondents
who believe they
receive recognition
frequently or
occasionally
• New Businesses,
Outsourcing, and S&IT
have the highest
combined results of
‘Rarely’ + ‘Never’
receiving recognition
DTE
Frequently
Occasionally
Rarely
Never
ALL
26
49
20
4
MCIM
29
51
17
2
Outs.
26
48
22
4
S&IT
25
50
21
4
C&HT
29
50
19
3
Res.
29
50
18
4
FS
29
50
19
2
Prod.
30
50
17
3
PS
29
50
18
3
Other*
31
48
18
3
New Bus.
25
47
24
5
15
Types of Recognition by DTE:
Q23a: “Please select from the following list your 2
most preferred types of recognition.”
HIGHLIGHTS:
• The top two preferred types of recognition (CP Points and an Informal Thank-You) are common across
all DTEs, as well as those not deployed to a DTE.
• The table highlights the most preferred type of recognition by DTE in purple followed by the second most
preferred in yellow. For example, Outsourcing, S&IT, and those not deployed to a DTE selected CP
Points as their most preferred recognition type.
CP
Points
Celebrations/
Ceremonies
Celebratory
Dinners
Informal
Thank-You
Personal
Letters
Time
Away
1:1
SE's
Public
Recognition
Other
All
52
10
14
38
24
20
10
15
9
MCIM
38
8
18
45
23
24
14
14
9
Outs.
54
8
12
39
23
22
8
13
12
S&IT
53
11
14
36
24
18
10
17
8
C&HT
31
8
17
47
27
21
14
15
10
Res.
34
8
18
43
26
20
14
17
11
FS
26
10
22
47
24
20
14
14
12
Prod.
34
7
20
45
27
21
12
15
10
PS
42
7
18
44
27
23
8
12
11
Other*
57
6
10
43
24
23
6
13
9
New Bus.
35
4
13
43
30
23
17
20
8
%
Respondents
16
Types of Recognition Count by DTE and GU:
Q23a: “Please select from the following list your 2
most preferred types of recognition.”
HIGHLIGHTS:
• The below table shows the count for each DTE by GU (where results available) of the two preferred
types of recognition. For example, for MCIM 11 of the 13 GUs selected CP Points as one of their two
preferred types of recognition.
• An informal thank-you is commonly preferred across all DTEs & GUs. However, overall the greatest %
respondents selected CP Points as the preferred recognition type.
Count of GU
by DTE
CP Points Celeb./Cerem.
MCIM
11:13
1:13
Outs.
13:13
0:13
S&IT
11:13
1:13
C&HT
5:13
1:13
Res.
5:13
0:13
FS
5:12
1:12
Prod.
6:13
1:13
PS
5:11
0:11
Other
12:13
0:13
New Bus
5:11
0:11
Celeb. Dinners
0:13
0:13
0:13
2:13
2:13
2:12
1:13
0:11
0:13
0:11
Inform. TY
10:13
10:13
11:13
11:13
10:13
11:12
11:13
9:11
10:13
9:11
Pers. Letters Time Away
1:13
2:13
2:13
0:13
1:13
1:13
4:13
1:13
5:13
2:13
4:12
0:12
4:13
1:13
9:11
2:11
1:13
0:13
3:11
4:11
1:1 SE's Pub. Recogn.
1:13
2:13
0:13
1:13
0:13
2:13
2:13
2:13
1:13
2:13
1:12
1:12
0:13
2:13
0:11
1:11
0:13
1:13
2:11
1:11
Other
0:13
0:13
0:13
0:13
0:13
0:13
0:13
0:11
0:13
0:11
17
Recognition Sub-Category
by Career Level
HIGHLIGHTS:
• Senior Executives feel
the most recognized
across all career levels
and scored 8% higher
than the average
• Consultants feel the
least recognized (49%)
• Consultants and
Managers scored
below the average
across all career levels
• Focus in FY09 will be
on recognition
strategies for analysts,
consultants and
managers
18
Q21: “I am rewarded for developing
people who work with me” by Career
Level
HIGHLIGHTS:
• All levels improved their
score on people
development
recognition over FY07
• Senior Executives feel
most recognized for
developing our people
• Focus in FY09 on
improving scores for
Consultants and
Managers who are
below the average
Level
FY08
FY07
Delta
ALL
46
42
+4
Assistant/ Programmer/ Levels
G&H
50
46
+4
Analyst/ Senior & Analyst
Programmer/ Levels E&F
46
40
+6
Consultant/ Specialist/ Systems &
Senior Systems Analyst/ Levels
C&D
43
39
+4
Manager/ Level B
44
41
+3
Senior Manager/ Level A
47
44
+3
Senior Executive
56
54
+2
19
Q22: “I receive appropriate recognition
for my contributions” by Career Level
HIGHLIGHTS:
• All levels improved their
score on receiving
appropriate recognition
over FY07
• Although Analysts and
Consultants are the
lowest scoring career
levels, they are among
those who experienced
the most significant
increase over FY07
Level
F08
F07
Delta
ALL
56
50
+6
Assistant/ Programmer/ Levels G&H
57
53
+4
Analyst/ Senior & Analyst Programmer/ Levels
E&F
55
48
+7
Consultant/ Specialist/ Systems & Senior
Systems Analyst/ Levels C&D
54
48
+6
Manager/ Level B
57
51
+6
Senior Manager/ Level A
58
53
+5
Senior Executive
62
57
+5
20
Frequency of Recognition by Career Level:
Q23: “I receive recognition from my supervisor
or leadership team.”
HIGHLIGHTS:
• 74% or more
employees across all
career levels receive
recognition Frequently
or Occasionally
• This table shows the
two levels with the
highest % respondents
who selected ‘Rarely”
or ‘Never’ were:
•Assistant/Program
mer/Levels G&H >>
Rarely + Never =
27%
•Senior Executive
>> Rarely + Never
= 25%
Level
Frequently
Occasionally
Rarely
Never
ALL
26
49
20
4
Assistant/ Programmer/
Levels G&H
26
48
21
6
Analyst/ Senior & Analyst
Programmer/ Levels E&F
26
49
20
4
Consultant/ Specialist/
Systems & Senior
Systems Analyst/ Levels
C&D
27
50
19
4
Manager/ Level B
26
52
20
3
Senior Manager/ Level A
28
48
20
3
Senior Executive
26
49
22
3
21
Types of Recognition by Career Level:
Q23a: “Please select from the following list your 2
most preferred types of recognition.”
HIGHLIGHTS:
% Respondents
Senior Manager / Level A
33
29
30
20
20
16
20
15
10
7
10
O
th
el
er
eb
./C
er
em
.
Pe
P
oi
rs
nt
on
s
al
Le
tt
er
s
Ti
m
e
A
C
w
el
ay
eb
.D
in
ne
Pu
rs
bl
ic
R
ec
og
n.
1:
1
SE
's
C
P
C
In
f
or
m
.T
Y
0
60
53
Senior Executive
50
40
30
37
24
21
20
15
12
11
7
10
7
s
C
P
P
oi
nt
er
em
.
's
SE
el
eb
./C
1:
1
C
th
er
0
O
• See Appendix B for
charts representing all
career levels
40
or
m
er
.T
so
Y
na
lL
et
te
C
rs
el
eb
.D
in
ne
Pu
rs
bl
ic
R
ec
og
n.
Ti
m
e
A
w
ay
• The other four
remaining career levels
selected Celebrating
Performance points
followed by an in
informal thank-you as
their top two preferred
types of recognition
44
% Respondents
• Senior Executives
prefer an informal
thank-you followed by
personal letters. SEs
are not eligible to
receive Celebrating
Performance points.
50
In
f
• Senior Managers prefer
an informal thank-you
followed by Celebrating
Performance points
22
Recognition Sub-Category
by Workforce
HIGHLIGHTS:
• Solutions is the highest
scoring workforce in
the area of recognition
(55%)
• Focus in FY09 will be
on recognition
strategies aimed at
increasing engagement
around recognition
within Consulting,
Enterprise and
Services
23
Recognition by Work Force
HIGHLIGHTS:
• Positive trend upwards
across all four
workforces on receiving
recognition for
contributions and being
rewarded for people
development.
Q21: "I am rewarded for developing people who work
with me.”
WF
F08
F07
Delta
Consulting
42
40
+2
Enterprise
42
37
+5
Services
45
40
+5
Solutions
51
46
+5
Q22: "I receive appropriate recognition for my
contributions.”
WF
F08
F07
Delta
Consulting
55
48
+7
Enterprise
55
49
+6
Services
54
49
+5
Solutions
58
53
+5
24
Frequency of Recognition by Workforce:
Q23: “I receive recognition from my
supervisor or leadership team.”
HIGHLIGHTS:
• Of the four workforces,
Services had the
highest % of
respondents select
‘Rarely” + ‘Never’
combined
% Respondents
• Enterprise and
Consulting had the
lowest % of
respondents select
‘Never’ (3%).
47
50
40
30
27
22
20
10
5
0
Frequently
Occasionally
Rarely
Never
ENTERPRISE
60
48
50
% Respondents
• Enterprise has the
highest % of
respondents who
selected ‘Frequently’
(31%).
SERVICES
60
40
31
30
18
20
10
3
0
Frequently
Occasionally
Rarely
Never
25
Types of Recognition by Workforce:
Q23a: “Please select from the following list your 2
most preferred types of recognition.”
HIGHLIGHTS:
• Enterprise, Services,
and Solutions all rank
their preferred types of
recognition in the same
order:
1. CP Points
2. Informal TY
3. Personal Letters
• Consulting employees
prefer an informal
thank-you above
Celebrating
Performance points
Recognition Types
Consulting
Enterprise
Services
Solutions
1) CP Points
38%
56%
54%
59%
2) Informal Thank-You
47%
43%
35%
34%
26
Next Steps:
Key Areas of Focus in FY09
Create a Recognition Culture:
• Reinforce behaviors that support a recognition culture
• Develop tools and resources for supervisors to support more
high touch, inexpensive and informal/personal recognition
• Build on momentum to recognize strong people developers
• Tailor strategies to address specific recognition gaps within
geographies and entities, leveraging a mix of global and local
solutions
• Create a forum for a recognition community to share best
practices across geographies and entities
27
APPENDIX A:
Detailed Results by Geography
Copyright © 2007 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.
ASG Recognition ResultsOverview
HIGHLIGHTS:
• ASG recognition subcategory result is
+10% above the ALL
Accenture average
66
65
61
61
60
58
55
51
50
Sw
it z
er
la
nd
an
y
G
er
m
tri
a
Au
s
AS
G
45
AL
L
• Switzerland
experienced the
lowest score within
ASG (-3% GU
average)
70
% Agree
• ASG and India led the
other geographies for
highest recognition
sub-category result
ASG Recognition Sub-Category
29
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• ASG achieved the top
people development
result at 61%
favorable. This is up
+10% over F07. The
three ASG countries
have the highest
scores compared to
the other country
scores.
• ASG’s result is +15%
above the ALL
Accenture result.
Countries
FY08
FY07
Delta
ASG
61
51
+10
Austria
65
62
+3
Switzerland
59
49
+10
Germany
62
51
+11
• Within ASG, Austria
scored the highest at
65% and Switzerland
the lowest at 59%
30
What are our people in ASG saying
about recognition….
Q21: “I am rewarded for developing people who work with me.”
“I am rewarded by the people themselves and the support they give me
on my day to day project work.”
“No direct rewards or incentives in place.”
“Tangible value creator and business results (sales numbers) have always mattered far
more than educating and retaining our people, being either more difficult to measure or
less attractive as a contribution. I strongly hope this will change in the future”
“My efforts in recruiting (campus team) and organization of
events is not appreciated.”
“I actually don't know how this
gets recognized.”
“Developing people not directly supervised is not
encouraged or rewarded appropriately.”
31
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• ASG’s result is up
+16% over FY07. This
is the largest
geography increase
on this question
matched only by
Nordic
• Germany experienced
the largest increase,
improving by +17%
• Austria and Germany
exceed the ALL
Accenture result on
this question
Countries
FY08
FY07
Delta
ASG
60
44
+16
Austria
67
54
+13
Switzerland
56
46
+10
Germany
60
43
+17
32
What are our people in ASG saying
about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Celebrate performance does not work in Germany. The tax impact is prohibitively
high, I can get some of the stuff cheaper elsewhere.”
“It highly depends on the person / your supervisor. My current
supervisor recognizes performance - my last did not.”
“The Celebrating Performance awards program is a really great tool
and should be used on more projects”.
“From project side I am appropriately recognized. But I would like to
get some recognition from the organization I belong to as well.”
“Non monetary recognition is quite rare.”
“Many colleagues out of our leadership team forgot
how to say 'Thank you', 'Please' or 'well done'.”
33
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
ASG
• There is a -2% delta
between ASG
employees who
responded ‘Never’
(2%) vs. the ALL
Accenture result
(4%)
50
% Respondents
• For recognition
frequency, 78% feel
recognized
frequently or
occassionally and
22% rarely or never
47
40
30
31
20
20
10
2
0
Frequently
Occasionally
ALL
Rarely
Never
ASG
34
What are our people in ASG saying
about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“I have the impression that very often we receive recognition as part of a global initiative
asking our leaders to recognize our efforts. In every day life though, spontaneous and
direct and 'straight from the heart' recognition is clearly lacking.”
“If recognition is given, very generic and for group of people, not individually.”
“The allocation of celebrating performance points is not very transparent. Some colleagues
received a lot of points also from project side…, others… just for participation.”
“Only when requested.”
“There is a big gap between recognition from my supervisor and from the leadership
team. personally I feel somewhat disconnected from the leadership team.”
35
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
• Although Celebrating
Performance points
were the most
preferred form globally
by employees, an
informal thank you
was favored by 6 of
the 13 geographies
ASG
70
60
% Respondents
• An informal thank you,
Celebrating
Performance points,
and Celebrations/
Ceremonies are the
most preferred forms
of recognition
59
50
40
26
30
24
18
20
18
15
15
11
8
10
0
In
.T
m
r
fo
Y
C
P
P
nt
oi
s
C
/C
b.
e
el
.
em
r
e
m
Ti
e
A
ay
w
1
1:
SE
C
's
.D
b
e
el
in
rs
ne
.
rs
e
P
rs
tt e
Le
Pu
R
b.
n.
g
o
ec
O
er
th
36
What are our people in ASG saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Compensation raise”
“Cash bonus”
“Promotion”
“Referral to other Senior Leaders”
“Event tickets”
“Company pen/shirt”
“Call centre lunches”
“Faster career progression”
“Increased empowerment and authority”
“Good performance rating”
“Detailed description of what was positive (more than just a thank you)”
37
Canada Recognition ResultsOverview
HIGHLIGHTS:
Canada Recognition Sub-Category
• Canada recognition
sub-category result is
-5% below the ALL
Accenture average
51
% Agree
• Compared to the other
geographies, there
were five others with a
lower result
55
50
46
45
40
ALL
CANADA
38
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• Canada’s result on
being rewards for
developing people
increased over FY07
by 3%
• Canada’s FY08 result
is -9% below the ALLAccenture average
Country
FY08
FY07
Delta
Canada
37
34
+3
39
What are our people in Canada
saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“I was disappointed to see that my project strongly supported the use of
the”…Celebrating Performance system.. “for the most junior people, but the only
awards I have received were given by other Senior Managers who reported to me and
not by my Senior Executive Leadership Team.”
“Not really formally rewarded, but I am rewarded by my peers appreciation
and the fact that developing others help make my own job easier.”
“Responsible for their success yes. Rewarded for developing people who work with me,
nothing specific.”
“I spend too much time mentoring new employees who do not stay in the role long
enough to be a benefit.”
“This quality is not as highly valued as business operator and value creator.”
40
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• Canada’s result
increased +5% on this
question over FY07
• Canada’s FY08 result
is -2% below the ALLAccenture average
Country
FY08
FY07
Delta
Canada
54
49
+5
41
What are our people in Canada
saying about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Celebrating Performance is a great way to reward people. Instead of points only, I'd like
to see it presented in front of people such as department meeting.”
“Receive more recognition from the client than
from Accenture executives.”
“The focus is on employees more than managers.”
“This really depends on the manager…I've had only one manager who's been
generous with praise and encouragement.”
“Recognition to me is more money. I don't work so I can get free lunches or
draws to win prizes...I work to support myself.”
42
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• There is a -1% delta
between Canada’s
employees who are
‘Never’ recognized
(3%) vs. the ALL
Accenture average
(4%)
% Respondents
• For recognition
frequency, 78% feel
recognized frequency
or occasionally and
22% rarely or never
Canada
60
52
50
40
30
26
20
19
10
3
0
Frequently Occasionally
ALL
Rarely
Never
CANADA
43
What are our people in Canada
saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“Only during annual and mid-year reviews.”
“My supervisor does an excellent job of commending me on my good work...”
“I've received formal recognition like "thanks you" and "Good Job" emails but
I haven't been rewarded for my good work.”
“It would be nice to receive recognition more often.”
“Usually only receive 'need to do this better' from supervisor, and
then have a little positive thrown into that email to 'soften' it.”
44
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
63%
60%
50%
40%
35%
27%
30%
24%
20%
15%
8%
10%
8%
7%
5%
er
em
.
's
SE
el
eb
./C
C
1:
1
th
er
O
n.
.R
ec
og
er
s
Pu
b
el
eb
.
D
in
n
et
te
rs
C
Pe
rs
.L
e
A
w
ay
Y
Ti
m
or
m
.T
In
f
P
P
oi
nt
s
0%
C
• Celebratory events
are least preferred,
followed by one-onone time with an SE
and recognition
70%
% Respondents
• Celebrating
Performance points,
an informal thank you,
and time away from
work are most
preferred forms of
recognition
Canada
45
What are our people in Canada
saying about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“If I perform well, I appreciate leadership taken an active role
in helping me with my overall career goals.”
“Cash bonus”
“Gift certificates based on my
interests.”
“More Celebrating Performance points need
to be given.”
“Tim Horton's gift card.”
“Promotion”
“Team Lunches”
“Air Line Vouchers”
“Dinner for my family”
46
Gallia
Recognition Results- Overview
HIGHLIGHTS:
GALLIA Recognition Sub-Category
49
50
49
44
45
40
40
36
s
M
au
rit
iu
Fr
an
ce
s
er
la
nd
Ne
th
Be
lg
iu
m
rg
bo
u
xe
m
Lu
G
AL
LI
A
35
L
• Recognition culture
the strongest in the
Luxembourg
52
51
AL
• Mauritius and France
experienced the
lowest scores within
the geography
55
% Agree
• GALLIA is one of the
lowest four scoring
geographies in the
area of recognition
(-7% below average)
47
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
Countries
• Gallia, IGEM and
Japan were the only
geographies to
experience a
decrease in favorable
results on being
rewarded for
developing their
people
• France experienced a
significant decrease
over FY07 (-18%);
Luxembourg also had
a significant
decrease(-17%)
• Netherlands
experienced an
increase (+8%) as did
Mauritus (+1%)
FY08
FY07
Delta
GALLIA
34
42
-8
Belgium
40
48
-8
France
29
47
-18
Luxembourg
41
58
-17
Mauritius
29
28
+1
Netherlands
42
34
+8
48
What are our people in Gallia saying
about recognition….
Q21: “I am rewarded for developing people who work with me.”
“I'm not sure that People Developer, Value Creator and Business Operator are valued
equally. There are still (a lot of) people… in leadership, who have excellent sales/delivery
skills, but lack true people developer skills.”
“It is purely self reward. There is no monetary reward.”
“Have contributed a lot of time to people development (incl. personal training and career
counseling…It would be helpful if this is more clearly identified and recognized.”
“Accenture does not value people managers, only people that can sell.”
“I do this because I believe it is the right thing to do and because I enjoy it - but we
should stop pretending that 'people developer' has the same weighting for
performance evaluation as value creator and business operator.”
49
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• Gallia increased it’s
score on this question
by +6% over FY07
• The Gallia FY08 result
is -4% below the ALLAccenture result for
this question
• Employees in
Luxembourg feel
significantly more
recognized over last
year (+16%) and were
+9% higher than the
Gallia result
Countries
FY08
FY07
Delta
Gallia
52
46
+6
Belgium
56
56
--
France
51
45
+6
Luxembourg
61
45
+16
Mauritius
42
34
+8
Netherlands
56
47
+9
• A strong increase for
Netherlands also
occurred
50
What are our people in Gallia saying
about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“This depends on the manager you have. the first half year I had an manager who didn't
recognize me much. The second half of the year a have a manger who does show his
recognition on a regular basis.”
“Recognition for work done is most of the time effective at the project level. However,
especially for expatriates, recognition is not always fair due to the fact you don't work in you
geography.”
“Thank you' is not enough.”
“Sometimes an informal and well meant 'thank you' would be nice. Also, more
recognition when you're doing something extra for the client.”
“I get recognition in words, but not in money.”
51
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• 23% feel
recognized only
rarely or never,
which is 1% better
than the global
average (24%)
60
% Respondents
• 78% of employees
in Gallia feel
recognized either
frequently or
occasionally
GALLIA
52
50
40
30
26
20
19
10
4
0
Frequently
Occasionally
ALL
Rarely
Never
GALLIA
52
What are our people in Gallia saying
about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“I started 3 months ago so i haven't received any recognition yet.”
“This is important in my daily work. It gives me the feeling that I am doing the
right things. For me it is even a driver to do more.”
“It's really a mix, some are just good at saying thank you other do not know the words
and you are delivering something and they say ‘by the way i need this also’.”
“It may be good to have celebrating performance points. But it seems that people
forgot about this site.”
53
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
40%
30%
30%
19%
20%
17%
17%
14%
14%
12%
10%
10%
th
er
O
P
oi
Pe
nt
rs
s
.L
et
te
rs
Ti
m
e
A
C
w
el
ay
eb
./C
er
C
em
el
eb
.
.D
in
ne
rs
1:
1
SE
Pu
b.
's
R
ec
og
n.
C
P
Y
0%
or
m
.T
• Public recognition was
the least preferred,
followed by
celebratory dinners
and one-on-one time
with SEs
50%
In
f
• Although Celebrating
Performance points
were the most
preferred form globally
by employees, an
informal thank you
was favored by 6 of
the 13 geographies
58%
60%
% Respondents
• An informal thank you
and Celebrating
Performance points
are most preferred
forms of recognition
GALLIA
54
What are our people in Gallia saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Financial incentive bonus”
“1:1 time with a senior manager”
“Small present”
“Trust my ideas and help me to take them forward.”
“Promotion”
“Extra training”
“Team lunch / team event”
55
Greater China
Recognition Results- Overview
HIGHLIGHTS:
• Greater China is
slightly higher than the
ALL Accenture result
(+2%)
Gtr China Recognition Sub-Category
55
53
53
51
• Within Greater China,
recognition culture is
the weakest in Taiwan
and strongest in China
% Agree
51
50
45
42
40
ALL
GTR
CHINA
China
Hong
Kong
Taiwan
56
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• Greater China
experienced an
increase year-overyear in its favorable
result (+7%)
• There is still room for
improvement as this is
below the ALLAccenture result by
-3%
Countries
FY08
FY07
Delta
Gtr China
43
36
+7
China
43
37
+6
Hong Kong
45
39
+6
Taiwan
33
24
+9
• Taiwan, while showing
a significant increase
over last year, scored
significantly below the
other countries
57
What are our people in Greater
China saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“One of the challenges that I faced is how to develop people work with me. Without much
room for advancement., I do not see much room for me to develop people work with me.”
“Yes, through Performance points”
“I haven't received any recognitions from my direct manager for my contribution in
training new team members; although it is the reality.”
** Many of the employee comments are in Chinese characters and should be interpreted locally.
58
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• Greater China is
above the ALLAccenture result on
this question by +6%
Countries
FY08
FY07
Delta
Gtr China
62
55
+7
China
62
56
+6
• Taiwan is the only
country tracking below
the ALL-Accenture
result in the Greater
China geography
Hong Kong
57
50
+7
Taiwan
50
48
+2
•“Yes, I received appropriate recognition frequently from my project
manager via email or oral praise.”
•“Contributions are always being recognized promptly.”
** Many of the employee comments are in Chinese characters and should be interpreted locally.
59
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• There were 15% of
respondents who
said they receive
recognition ‘Rarely’
or ‘Never’ which is
9% better (lower)
than the global
result
Gtr China
60
59
50
% Respondents
• Greater China led
the other
geographies on the
frequency its people
receive recognition
40
30
27
20
13
10
2
0
Frequently
Occasionally
ALL
Rarely
Never
GTR CHINA
60
What are our people in Greater
China saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“My role is sort of a bit too insignificant at the moment to receive recognition”
“Depends on the people you're working for. Some …recognize… performance
while some…not at all.”
“Yes, I received appropriate recognition frequently from my project manager”
** Many of the employee comments are in Chinese characters and should be interpreted locally.
61
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
40%
31%
30%
24%
23%
17%
20%
13%
9%
10%
7%
7%
r
O
th
e
et
Ce
te
rs
le
b.
/C
er
em
.
1:
1
Ce
SE
le
's
b.
Di
nn
er
s
Y
na
lL
fo
rm
.T
Pe
rs
o
ay
In
Aw
m
e
gn
.
Ti
Re
co
bl
ic
Po
i
nt
s
0%
Pu
• Celebratory dinners
and one-on-one with
an SE are among the
least preferred
50%
CP
• Public recognition was
second in Greater
China but only 5th
globally
60%
% Respondents
• Celebrating
Performance points
and public recognition
are most preferred
forms of recognition
Gtr China
58%
62
What are our people in Greater China
saying about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Bonus”
“Promotion”
“More Responsibilities”
“Raise”
“Formal recognition in performance review laddering meetings ”
“Prize/Gift”
“I prefer something really warm-hearted and sincere. such as verbal
recognition. anything from heart can be felt and appreciated.”
** Many of the employee comments are in Chinese characters and should be interpreted locally.
63
FY08 Recognition Results- Overview
HIGHLIGHTS:
IGEM Recognition Sub-Category
• IGEM is one of the 3
lowest scoring
geographies in the
area of recognition
(-18% below average)
50
45
45
43
41
41
40
40
35
33
35
34
34
31
IG
Hu EM
ng
Sl ar
ov y
a
Ro kia
m
an
G ia
re
ec
Ru e
ss
Tu ia
rk
Po ey
Cz
la
ec nd
h
Re
p.
Ita
ly
30
AL
L
• Recognition culture
the strongest in
Hungary
51
% Agree
• Italy, Czech Republic,
and Poland
experienced the
lowest scores within
the geography
55
64
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
Countries
FY08
FY07
Delta
• IGEM, Gallia and
Japan were the only
geographies to
experience a
decrease in favorable
results for being
rewarded for
developing their
people
IGEM- All
29
30
-1
Czech Republic
26
24
+2
Greece
29
24
+5
Hungary
35
34
+1
Italy
29
30
-1
Poland
24
42
-18
Romania
33
29
+4
Russian Fed.
30
25
+5
Slovakia
38
36
+2
Turkey
24
14
+10
• Poland experienced a
significant decrease in
scores (-18%) from
FY07
• Employees across all
counties, except for
Poland and Italy, feel
more recognized in
this area
65
What are our people in IGEM saying
about recognition….
Q21: “I am rewarded for developing people who work with me.”
“The company…gives rewards to people that contribute to their colleagues' professional
growth. These rewards are often not monetary but…valuable.”
“No specific bonuses and other recognitions that I am aware of.”
“The linkage between the development of people and evaluation of the developer
is clear at the lower levels but becomes much less obvious at higher ranks of the
company.”
“The only benefit…is a high performing team who can better execute
project tasks / support the business of the Firm.”
“I never received an incentive to growth people. I do anyway because I care a lot
about people, but I don't receive any kind of push by the company.”
66
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
Countries
FY08
FY07
Delta
• All GU’s except IGEM
increased their score
for this question in
FY08
IGEM- All
37
42
-5
Czech Republic
41
39
+2
Greece
50
46
+4
• Employees in Hungary
feel significantly more
recognized over FY07
(+15%) and were 17%
higher than the
average for IGEM.
Strong increases for
Turkey and Romania
also.
Hungary
54
39
+15
Italy
34
40
-6
Poland
42
51
-9
Romania
49
39
+10
Russian Fed.
48
40
+8
Slovakia
48
57
-9
Turkey
44
34
+10
• Decreases were
experienced in
Slovakia, Poland and
Italy.
67
What are our people in IGEM saying
about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“It is true sometimes managers and partners come to say how good we are, but I do
not feel better because they recognize my work.”
“While working with my team, my bosses always appreciate my work and let me
know what they think about my contribution. For this, I thank them.”
“I agree with the verbal reward. Not always it is true for the economic reward.”
“In my current project managers who are in charge of our project
now are indifferent to accomplishments of employees.”
“Its too easy for our supervisor to ask for overtime work and work on weekends. I do not feel
that we receive enough recognition for working nights and weekends and for sure it won't be
taken into account during promotion meeting.”
68
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
IGEM
50
45
% Respondents
• Across all
geographies, IGEM
received the highest
% of employees
who feel they
receive recognition
either rarely or
never
40
30
20
25
23
10
7
0
Frequently
Occasionally
ALL
Rarely
Never
IGEM
69
What are our people in IGEM saying
about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“I am a new hired (5 months), so maybe it's normal to have few recognitions in such a
short time.”
“It has improved dramatically in the last year.”
“My former manager was inspiring leader in a way. Since he left, I received no single
positive recognition, I've heard my manager only if we get in trouble.”
“…Leadership never expressed any words of appreciation for the good and hard
work. They know only how to humiliate and demotivate people.”
“The current direct supervisor gives spoken positive feedback. Last supervisors - less feedback.”
“My supervisor recognizes”.. my merits…”even if I must…often ask for confirmation.”
70
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
• Celebratory events
are least preferred
50%
% Respondents
• Informal Thank You,
Celebrating
Performance Points
and Time Away from
Work are most
preferred forms of
recognition
IGEM
48%
38%
40%
28%
30%
18%
20%
15%
12%
12%
10%
10%
5%
0%
.T
m
r
fo
In
ts
Y
CP
in
Po
Ti
e
m
Aw
ay
al
n
o
rs
e
P
rs
tt e
Le
er
th
O
's
n.
g
o
.
m
e
1
c
er
in
C
1:
D
/
Re
.
.
eb
lic
eb
l
l
b
Ce
Ce
Pu
SE
rs
ne
71
What are our people in IGEM saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Promotion”
“Money/bonus”
“Salary increase”
“Verbal communication”
“More responsibilities”
“Appreciation”
“More interest/feedback about my work”
“Respect”
“Spa awards”
“Working from home capability”
72
India Recognition ResultsOverview
HIGHLIGHTS:
India Recognition Sub-Category
• India’s recognition
sub-category result is
10% above the ALL
Accenture average
61
60
% Agree
• India led the other
geographies in the
aggregate recognition
sub-category result.;
the only exception is
ASG, who also
achieved 61%
65
55
51
50
45
ALL
INDIA
73
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• India’s people
development score
increased over FY07
by 6%
• Of the other countries
reporting a result for
this question, only
Austria and Germany
scored higher than
India
Country
India
FY08
FY07
Delta
59
53
+6
74
What are our people in India saying
about recognition….
Q21: “I am rewarded for developing people who work with me.”
“Developing people through coaching/training is something that I am passionate about. I will
continue to do it irrespective of rewards...for the record, I have not received any recognition
for what I have done.”
“I think supervisors should be trained to proactively identify team
members who contribute to people development.”
“I never have received any recognition for on the job training I provided for my peers.”
“Depends on the project.”
“This is not always consistent. I get recognized
for some of the work and for some, I never hear
anything.”
“Everybody craves appreciation. The appreciation inspires me to do more good work.”
75
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• India’s result
increased +5% on this
question over FY07
• India’s FY08 result is
+7% above the ALLAccenture average
Country
India
FY08
FY07
Delta
63
58
+5
76
What are our people in India saying
about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Recognition comes only when an individual's voice is louder or has excellent contacts.”
“Supervisor or leadership does not have enough time to recognize, they only come when
escalations happen and the entire business is under threat.”
“The award process for Level D and
above is flawed”
“I have received verbal and written
recognition. Please recognize
monetarily.”
“Just received celebrating performance points on Dec 31. Though I appreciate that I
received it, the manner in which it was given was not right.”
“I receive an informal Thank you from the supervisor, however i feel that my peers also
should recognize me.”
77
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• 73% feel recognized
either frequently or
occasionally
India
50
46
% Respondents
• For recognition
frequency, 28% of our
people in India feely
they only receive
recognition rarely or
never, which is 4%
higher than the global
average
40
30
27
22
20
10
6
0
Frequently
Occasionally
ALL
Rarely
Never
INDIA
78
What are our people in India saying
about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“Supervisors favorites are being rewarded.”
“I have received appreciations from client but never from Accenture”
“Whenever I perform above expectations and add value to the clients business, my efforts are
appreciated.”
“It depends on the supervisor.”
“I receive only appreciation e-mails. It would be
great if people can find some more time to use
celebrating performance effectively.”
“My supervisor recognizes my work. However I do not feel any recognition from my
leadership.”
It has been around 6 months in this project and I have never received even a simple
"Thank You" from my leadership team. Working overtime, late nights and on weekends is
just taken for granted.
79
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
60%
60%
50%
40%
31%
26%
30%
20%
25%
14%
13%
13%
10%
5%
4%
Ti
m
e
Aw
ay
r
O
th
e
Le
tte
Pu
rs
b.
Re
co
gn
.
In
fo
rm
Ce
.T
le
Y
b.
Di
nn
er
s
1:
1
Ce
SE
le
's
b.
/C
er
em
.
Pe
rs
.
Po
i
nt
s
0%
CP
• Time Away from work
is least preferred,
which differs from the
global result
70%
% Respondents
• Celebrating
Performance points,
personal letters, public
recognition and an
informal thank you are
the most preferred
forms of recognition
India
80
What are our people in India saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“ASE Achievers Award”
“Yellow Topper”
“Cash”
“Promotion”
“Sincere verbal appreciation straight from heart”
“Publishing names in newsletters”
“Spot Award”
“Performance Bonus”
“Smile Card Rewards”
“Learning sessions”
“Summit Award”
“Lunch/Dinner with Supervisor”
“Numero Uno Award”
81
Japan Recognition ResultsOverview
HIGHLIGHTS:
60
• Japan’s recognition
sub-category result is
+6% above the ALL
Accenture average
• ASG and India
achieved the top
scores both at 61%
57
55
% Agree
• Japan ranked in the
top three geographies
for this sub category
Japan Recognition Sub-Category
51
50
45
40
ALL
JAPAN
82
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• Japan’s people
development
recognition score
decreased by -1%
over FY07.
• Japan’s FY08 result is
+9% above the ALLAccenture average
Country
Japan
FY08
FY07
Delta
55
56
-1
“I spend a lot of time mentoring and developing our people, whether
they are my direct reports or not. I don’t think I get much
recognition for this.”
** Almost all the employee comments are in Japanese characters
83
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• Japan’s result
increased +3% on this
question over FY07
• Japan’s FY08 result is
+2% above the ALLAccenture average
Country
Japan
FY08
FY07
Delta
58
55
+3
“I am very satisfied”
** Almost all the employee comments are in Japanese characters
84
“I receive recognition from my
supervisor or leadership team.”
(Q23)
Japan
HIGHLIGHTS:
• 23% feel they are
recognized rarely or
never
59
50
% Respondents
• 76% of the people in
Japan feel
recognized either
frequently or
occasionally, which is
1% higher than the
global result
60
40
30
20
17
19
10
4
0
Frequently Occasionally
Rarely
Never
ALL
JAPAN
•Yes…”directly from my supervisor but the leadership team takes many extra
things we do for granted, not realizing how much extra we are doing to make
the programs successful.”
•“My supervisor only gives me negative feedback. However, my team including
supervisor of my supervisor gives me positive feedback.”
** Almost all the employee comments are in Japanese characters
85
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
• Celebratory events or
ceremonies is the
least preferred
60%
58%
50%
% Respondents
• An informal thank you,
public recognition, and
time away from work
are the most preferred
forms of recognition
with an informal thank
you being the clear
leading preference
Japan
40%
30%
26%
23%
22%
20%
20%
14%
11%
10%
10%
5%
0%
Y
.T
m
r
I
o
nf
P
lic
b
u
c
Re
n.
g
o
T
e
im
Aw
ay
CP
in
o
P
ts
so
r
Pe
l
na
rs
tt e
Le
in
D
.
eb
l
Ce
rs
e
n
e
th
O
r
's
.
m
e
1
er
C
1:
/
b.
e
l
Ce
SE
86
What are our people in Japan saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Salary Increase”
“Performance Bonus”
“Promotion”
“Timely counseling on career development”
“Good Performance Rating”
** Almost all the employee comments are in Japanese characters so this is not a comprehensive list.
87
Latin America
Recognition Results- Overview
HIGHLIGHTS:
Latin America Recognition Sub-Category
48
45
45
43
43
40
39
40
35
29
30
25
el
a
Ve
ne
zu
ex
ic
o
M
nt
in
a
le
Ar
ge
Ch
i
Br
az
il
Co
lo
m
bi
a
20
LA
• Recognition culture
the strongest in Brazil
51
50
AL
L
• Venezuela
experienced the
lowest scores within
the geography
55
% Agree
• Latin America’s
recognition subcategory result is -6%
below the ALL
Accenture result
88
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
Countries
• Latin America’s result
on being rewarded for
developing people
increased over FY07
by +1%
FY08
FY07
Delta
Latin America
40
39
+1
Argentina
37
31
+6
Brazil
44
45
-1
• Venezuela’s result
decreased by -4% on
this question
Chile
39
38
+1
Columbia
32
32
--
• The largest increases
over FY07 occurred in
Argentina (+6%)
Mexico
32
32
--
Venezuela
20
24
-4
89
What are our people in Latin
America saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“Most of the times I feel even happier when someone who I developed receives a
reward than when I get one.”
“I don't see a clear relationship between being people developer and benefits I gain… The
main benefit is to have people satisfied and happy to work with me, but I see the Business
Operators as more value in the company.”
“It feels more like I'm punished if I didn't develop my people, not like I'm rewarded...”
“NOT AT ALL. It doesn't matter at the time of performance evaluation or LOR
recognition. It's not even a topic for discussion. Only revenues and sales.”
“There isn't a clear incentive for people developers.”
90
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
Countries
• Latin America
increased its result on
this question by +5%
over FY07
• Employees in
Columbia feel
significantly more
recognized over FY07
(+14%) and were 4%
higher than the
average for Latin
America
FY08
FY07
Delta
Latin America
49
44
+5
Argentina
44
38
+6
Brazil
52
48
+4
Chile
47
51
-4
Columbia
53
39
+14
Mexico
46
42
+4
Venezuela
38
33
+5
• Chile was the only
country to experience
a decrease in their
score for this question
91
What are our people in Latin
America saying about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“During my first project (9 months) I did not have any recognition”
“When I solved very critical client's performance issues and we received many client
congratulation's emails I didn't receive the deserved reward in the annual performance
assessment.”
“I believe that leaders”…should be given incentives and promoted to increase…”use of
Celebrating Performance.”
“My current leader uses more negative stimuli than positive.”
“In words, not in money!”
“Celebrating Performance should be used more.”
92
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• There is a -2% delta
between Latin
America’s employees
who are ‘Rarely’ +
‘Never’ recognized
(22%) vs. ALL
Accenture (24%)
Latin America
50
44
% Respondents
• 78% of employees in
Latin America feel
recognized either
frequently or
occasionally; 22% feel
recognized only
‘Rarely’ or ‘Never’
40
34
30
20
18
10
4
0
Frequently
Occasionally
ALL
Rarely
Never
LA
93
What are our people in Latin
America saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“This depends a lot on the project... I see this a lot in current project, where I have indeed
received awards for my contributions, but in previous projects, unfortunately, I didn't see
much of it.”
“I am recognized with words of encouragement. However, it is not translated in other benefits
like a better salary or bonus.”
“This answer depends a lot in the supervisor, there are very good
supervisors, but there are other that are not.”
“The team leader closely monitors my job and we always talked about my activities. He
always recognizes my work and encourages me to improve more and more. He also is
available to clarify my questions and help in my professional development.”
94
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
44%
40%
40%
30%
23%
20%
20%
16%
16%
11%
10%
10%
9%
1:
1
Ce
SE
le
's
b.
Di
nn
Ce
er
le
s
b.
/C
er
em
.
gn
.
r
Re
co
O
th
e
bl
ic
Pu
Po
i
nt
s
In
fo
rm
.T
Y
Ti
m
e
Pe
Aw
rs
ay
on
al
Le
tte
rs
0%
CP
• Celebratory events
and ceremonies are
least preferred
50%
% Respondents
• Celebrating
Performance points,
an informal thank you,
and time away from
work are the most
preferred forms of
recognition
Latin America
95
What are our people in Latin America
saying about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Performance Bonus”
“Promotion”
“Salary Increase”
“More Confidence in the Work Done”
“Training”
“Growth Opportunities”
“Good Performance Rating”
“A trip with my family”
“Coaching to Keep up the Good Work”
“Investment in my Career.”
96
Nordic
Recognition Results- Overview
HIGHLIGHTS:
Nordic Recognition Sub-Category
• Finland experienced
the lowest score within
the geography, falling
6% below the average
• Recognition culture
the strongest in
Norway (55%) and
Denmark (54%)
60
55
55
% Agree
• Nordic’s recognition
sub-category result is
51% favorable, which
is in line with the
global average
51
54
51
51
50
50
45
45
40
L
AL
NO
IC
RD
rw
o
N
ay
De
k
ar
nm
en
d
e
w
S
a
vi
t
La
Fi
d
an
l
n
97
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
Countries
• Nordic experienced an
increase of +4% on its
favorable result for
this question over
FY07
• The strongest by
country results for
Nordic are shown in
Denmark at +3% and
Norway +5% higher
than the geography
average; Sweden
was +1% above
average.
FY08
FY07
Delta
Nordic
44
40
+4
Denmark
47
37
+10
Finland
36
35
+1
Latvia
43
31
+12
Norway
49
46
+3
Sweden
45
44
+1
• Latvia and Denmark
experienced
significant increases
over FY07
98
What are our people in Nordic
saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“Yes, in terms of the satisfaction of seeing people grow.”
“People development is the aspect that is least appreciated through
performance evaluations.”
“You get more rewards for working late nights in a stressful environment
than for developing the people around you to deliver high performance.”
“We still value the business operator and value creator areas more than people developer.”
“I believe that consultants should be rated/trained/coached in how to lead/coach and that this
should be a consideration in promotion process
“I have received Celebrating Performance awards.., but it's not the
same thing as regularly given compensation.”
99
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• Nordic result on
receiving appropriate
recognition increased
by +6% over last year
• Nordic result is +2%
higher than the global
average
• Employees in
Denmark feel
significantly more
recognized (+11%)
over FY07
Countries
FY08
FY07
Delta
Nordic
58
52
+6
Denmark
61
50
+11
Finland
54
53
+1
Latvia
56
47
+9
Norway
60
55
+5
Sweden
57
50
+7
• Although Finland
experienced a slight
increase over FY07,
their score was the
lowest for the
geography
100
What are our people in Nordic
saying about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Verbal recognition is níce, but I wish I would also see some recognition in my benefit plan.”
“Project recognition is pretty good, but the company level recognition is not.”
“This is solely dependent on the reviewer.”
“My DTE lead and immediate supervisors give immediate feedback. This is excellent.”
“I rarely get any feedback let alone recognition.
Only in official feedback which is too rarely.”.
“Recognition is awarded by giving you more tasks.
Otherwise it is limited recognition.”
“Non-project-related contributions are not rewarded, e.g. FUN activities are
conducted on employees' free time and the contribution is rarely recognized.”
101
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• The Nordic results on
recognition frequency
largely align with the
global average
60
% Respondents
• There is a -2% delta
for between people in
Nordic countries who
say they are ‘Never’
recognized (2%) vs.
global (4%)
Nordic
52
50
40
30
25
21
20
10
2
0
Frequently
Occasionally
ALL
Rarely
Never
NORDIC
102
What are our people in Nordic
saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“I have not received feedback since I started in January. Recognition of my work, and
encouragement drives me to work even more. I have been losing enthusiasm lately.”
(Nordic)
“Not from the leadership team”
“I have received no project feedback the last year. I am occasionally thanked for the
contributions I take, but this is. en after periods with extremely much to do
“Spontaneous recognition is rare.”
My current supervisor recognizes my work frequently as I complete my tasks
compared with my previous project where I feel under appreciated.
103
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
65%
60%
50%
40%
28%
30%
22%
20%
21%
19%
12%
11%
10%
9%
7%
O
Ce
th
er
le
b.
/C
er
em
.
et
Ce
te
rs
le
b.
Di
nn
Pu
er
bl
s
ic
Re
co
gn
.
1:
1
SE
's
ay
na
lL
Aw
Pe
rs
o
Ti
m
e
Po
i
CP
fo
r
m
.T
Y
nt
s
0%
In
• Celebratory events
and ceremonies are
least preferred
70%
% Respondents
• An informal thank you
and Celebrating
Performance points
are most preferred
forms of recognition
Nordic
104
What are our people in Nordic saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Performance
Bonus”
“Promotion”
“Salary Increase”
“Increased responsibility”
“Paid dinner with my family”
“Flexibility: possibilities to save up for long holidays”
“Training or interesting project work”
“Good Performance Rating”
“Paid travel opportunities”
“Fast tracking”
105
SEAAK
Recognition Results- Overview
HIGHLIGHTS:
SEAAK Recognition Sub-Category
65
• SEAAK’s recognition
sub-category result
exceeds the global
result by +5%
56
55
53
51
50
51
47
45
45
45
44
43
Ph AA
K
i li
pp
in
e
In
do s
ne
s
Si
n g ia
ap
o
Th re
So ai la
nd
ut
h
K
or
ea
M
al
ay
si
a
B
ru
ne
A
i
us
tra
li a
SE
LL
40
A
• Australia, Brunei,
Malaysia and South
Korea experienced the
lowest scores within
the geography
60
% Agree
• Recognition culture is
strongest in
Philippines
60
106
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• SEAAK is one of the
top three geographies
in rewarding its
employees for
developing people
• The SEAAK score on
this question increase
+5% over last year. It
is +6% above the
global result
• The Philippines has a
strong culture around
recognizing
employees for people
development (57%)
• Australia, South
Korea, and Malaysia
have opportunity for
improvement in this
area
Countries
FY08
FY07
Delta
SEAAK
52
47
+5
Australia
34
32
+2
Brunei
--
--
--
Indonesia
47
38
+9
Philippines
57
52
+5
Malaysia
38
29
+9
Singapore
43
35
+8
South Korea
38
34
+4
Thailand
44
34
+10
107
What are our people in SEAAK
saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“The reward I get is personal satisfaction, which is important. I don’t feel that developing
people is necessarily acknowledged by other than my direct manager.”
“It depends on the people who you can work with.”
“There should have upward feedback and points allocation as well.”
“The company has gotten better in this area.”
“Why are rewards and recognition given, these do not translate to formal feedback nor does it
affect annual performance. To me, rewards and recognition have become empty words.”
“The performance points given to us by the lead is a good reward for recognizing my efforts
and contributions.”
108
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
Countries
• SEAAK is +4% above
the global average for
this question
• Significant increases
over last year
occurred in Indonesia,
Singapore, and South
Korea.
• Philippines,
Singapore, and
Indonesia led SEAAK
on this result
FY08
FY07
Delta
SEAAK
60
54
+6
Australia
51
45
+6
Brunei
33
**
**
Indonesia
59
44
+15
Philippines
62
58
+4
Malaysia
51
44
+7
Singapore
59
43
+16
South Korea
52
40
+12
Thailand
51
48
+3
109
What are our people in SEAAK
saying about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Failures tend to have much more weight than accomplishments. Accomplishments are
negated by even a single failure.”
“I'm not sure, since I am less than six months here in the company.”
“I would like to commend the Celebrating Performance initiative. It greatly motivates us to do
our best and it is great to know that our hard work is appreciated.”
“This varies a lot depending on whether your supervisor is generous with or stingy with giving
out recognition.” People in the higher levels are inconsistent in recognizing people.
“People in the higher levels are inconsistent in recognizing people.”
“Usually clients recognize your work more than the company”
110
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
SEAAK
• Only 15% of
employees in SEEAK
feel recognized
freqently, which is
below the global
average
60
57
50
% Respondents
• For recognition
frequency, 28% of
SEAAK’s people say
they receive
recognition ‘Rarely’ or
‘Never’
40
30
24
20
15
10
4
0
Frequently
Occasionally
ALL
Rarely
Never
SEAAK
111
What are our people in SEAAK
saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“Constantly receive praised for my contributions I rarely see recognition in others forms.”
“My leads are too busy at this time.”
“My lead always recognizes us for a job well done even how small our part is.”
“It is difficult to get recognition when you are at the executive level.”
“My manager doesn't seem to know how to recognize the accomplishments of his
subordinates.”
“Celebrating performance has significant impact to people especially when the points come
from Senior Executives and across geographies.”
“I get more recognition from my peers.”
112
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
60%
50%
40%
30%
30%
24%
20%
22%
14%
10%
12%
8%
7%
6%
's
1:
1
SE
r
Pe
rs
o
O
th
e
ay
na
lL
et
Ce
te
rs
le
b.
Di
nn
Pu
er
bl
s
ic
Re
co
Ce
gn
le
.
b.
/C
er
em
.
Aw
Y
Ti
m
e
m
.T
fo
r
In
Po
i
nt
s
0%
CP
• 1:1 time with Senior
Executives is among
the least preferred,
followed by
Celebrations or
Ceremonies
68%
70%
% Respondents
• Celebrating
Performance points
and an informal thank
you, are the most
preferred forms of
recognition
SEAAK
113
What are our people in SEAAK
saying about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Performance Bonus”
“Promotion”
“Salary Increase”
“Plaque or trophy”
“Just a tap in the back will do”
“Gift Certificates”
“Work from home”
“Good Performance Rating”
“Celebrating Performance points WITHOUT TAX”
“Paid Vacation”
“Above and Beyond Rewards”
114
SPAI
Recognition Results- Overview
HIGHLIGHTS:
SPAI Recognition Sub-Category
45
43
45
43
43
40
40
35
30
24
25
Is
ra
el
ut
h
A
fri
ca
An
do
rr
a
So
sw
an
a
Po
rtu
ga
l
Ni
ge
ria
Sp
ai
n
I
20
Bo
t
• Recognition culture
the strongest in
Botswana and
Portugal
49
SP
A
• Andorra and South
Africa experienced the
lowest scores
52
51
50
AL
L
• SPAI is 8% below the
global average
55
% Agree
• SPAI, UKI, and IGEM
are the three lowest
scoring geographies in
the area of recognition
115
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
Countries
• SPAI result increased
over F07 by +5%,
however this score is
still 9% below the
global average
• Israel experienced a
significant increase in
score (+22%) from
FY07
• Employees across all
counties feel more
recognized for
developing people
FY08
FY07
Delta
SPAI
37
32
+5
Andorra
23
17
+6
Botswana
30
25
+5
Israel
45
23
+22
Nigeria
37
25
+12
Portugal
44
40
+4
South Africa
31
27
+4
Spain
37
32
+5
116
What are our people in SPAI saying
about recognition….
Q21: “I am rewarded for developing people who work with me.”
“The reward for developing people is intrinsic – the company does not award me or
anybody I know for developing people – that is something I personally believe in doing.”
“Leadership scores and responsibilities are secondary to sales and revenue performance
during evaluation of SE's”
“At best it is noticed by my direct manager. This is no real reward program for people
management that is visible to me.”
“There is no reward for developing people. There are currently no incentives
attached to people development.”
“Whenever I have helped colleagues I have usually been recognized.”
117
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
Countries
• SPAI experienced a
significant increase
over F07 up +10%;
however this still falls
below the global
average by 7%
• Employees in Spain
and Portugal feel
significantly more
recognized since last
year; +11% and +9%
respectively
• A significant
decreased score
occurred in Andorra
FY08
FY07
Delta
SPAI
49
39
+10
Andorra
25
37
-12
Botswana
69
62
+7
Israel
41
36
+5
Nigeria
53
46
+7
Portugal
54
45
+9
South Africa
48
42
+6
Spain
48
37
+11
118
What are our people in SPAI saying
about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Recognition only comes from my direct supervisor, it does not translate upwards.”
“Sometimes I receive recognition and sometimes not. This does not matter
as I'm paid to complete the task.”
“Recognition should be made compulsory in every team, and should include the client's
comments about the team members / the teams.”
“I believe we do not do enough to recognize the contributions of our senior managers and
senior executives.”
“Not other than the obligatory mass thank you e-mail. There are a few exceptions
where an SE has taken the time to phone and thank me personally.”
119
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• 19% of employees in
SPAI feel they receive
recognition either
rarely or never
• These results suggest
that the frequency of
recognition is not
driving the low overall
recognition score for
SPAI
SPAI
50
44
% Respondents
• 38% of employees in
SPAI feel recognized
frequently, which is
12% above the global
average
40
38
30
20
16
10
3
0
Frequently
Occasionally
ALL
Rarely
Never
SPAI
120
What are our people in SPAI saying
about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“I feel that the supervisor is not always aware of the job I am doing, so recognizing it is
difficult.”
“These are however done in a closed room. My peers do not know of my achievements”.
“Typically we get only feedback when there is a major issue or negative feedback.”
“Recognition is given more during performance feedback.”
“I am new in the company still finding my feet.”
121
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
• Celebratory dinners,
public recognition and
one-on-one time with
Senior Executives are
least preferred
50%
% Respondents
• Celebrating
Performance points,
am informal thank you
and Time away from
work are the most
preferred forms of
recognition
SPAI
45%
40%
44%
37%
30%
20%
15%
12%
11%
7%
10%
7%
7%
0%
ts
CP
in
o
P
Y
rs
ay
e
.T
t
m
et
Aw
r
L
e
fo
m
al
i
In
n
T
so
r
Pe
e
th
O
r
.
m
re
Ce
rs
ne
n
Di
/
.
.
b
eb
lic
e
l
l
b
Ce
Ce
Pu
's
n.
E
g
S
1
co
:
e
1
R
122
What are our people in SPAI saying
about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Cash Bonus”
“Overseas Travel”
“Promotion”
“Salary Increase”
“End of year recognition during banding”
“Dinner out with my Family”
“Career Advancement”
“Training”
“More Responsibilities”
123
UK, Ireland
Recognition Results - Overview
HIGHLIGHTS:
UK, Ireland Recognition Sub-Category
55
• UKI, IGEM, and SPAI
are the three lowest
scoring geographies in
the area of recognition
• Results suggest the
recognition culture is
stronger in Ireland
than in the UK
% Agree
• UKI recognition subcategory results fall
below the global
average by 9%
51
50
45
45
42
41
40
ALL
UKI
Ireland
UK
124
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• UKI increased its
score on this question
+5% over FY07
• UKI is the lowest
scoring geography in
employees feeling
recognized for
developing people; it
fall below the global
average by 13%
Countries
FY08
FY07
Delta
UK, Ireland
33
28
+5
Ireland
37
30
+7
UK
33
28
+5
125
What are our people in UK and
Ireland saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“There has been a definite swing towards rewarding people development in the last couple of
years and I think Accenture should be praised for this. It was non-existent, employees raised
the issues and Accenture responded.”
“The recent 'People Developer Oscars' drew attention to the 'People Developer' skills that
are so important in making this a good place to work.”
“We pay lip service to recognizing people for their support and coaching of others. It
is treated as a much lower priority in assessments than fees and revenues.”
“People Development is one of the most under-recognized areas in the company.
People development will not get you promoted and will not impact your pay.”
“As a manager I don't believe that a good leadership survey result or positive people
developer feedback in an evaluation translates to extra money in my pocket.”
126
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• UK/I increased its
score on this question
+9% over FY07
• Although both the UK
and Ireland
experienced
significant increases,
UK/I remains the
lowest scoring
geography, falling
below the Accenture
average by 7%
Countries
FY08
FY07
Delta
UK, Ireland
49
40
+9
Ireland
52
42
+10
UK
49
40
+9
127
What are our people in UK and
Ireland saying about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“I receive positive feedback from my direct management but it does not materialize when it
comes to salary reviews.”
“This is improving but we need to do more to change our culture where we do not do enough
to just say thank-you!”
“Some managers seem to be better at providing feedback than others.”
“Celebrating Performance initiative has been a good move to reward outside the normal
Performance processes.”
“On a team level, yes. Higher up, no.”
“This definitely has improved - but still Senior Executives are most guilty of not using
Celebrating Performance as much as they should to set an example.”.
128
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• These results suggest
that the frequency of
recognition is not
driving the low overall
recognition score for
UK/I
UK, Ireland
50
50
% Respondents
• UK/I’s results around
frequency of
recognition are in line
with global results
40
30
27
20
20
10
3
0
Frequently
Occasionally
ALL
Never
Rarely
UKI
129
What are our people in UK and
Ireland saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“This varies significantly from Manager to Manager.”
“I think I have received more recognition from the
client than my leadership team.”
“Since this is my first role I am yet to see recognition, however I am being offered more
opportunities and I see that as a recognition.”
“There is an expectation of always going above and beyond and this seems
to be expected as the norm.”
“Frequently from my supervisor but rarely to never from the leadership team.”
“Verbal recognition mainly (and that is welcomed), but would like to see more financial awards.”
130
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
42%
40%
30%
27%
23%
19%
20%
10%
10%
8%
8%
6%
O
Ce
th
er
le
b.
/C
er
em
.
gn
.
Re
co
's
SE
bl
ic
1:
1
Pu
Aw
Ce
ay
le
b.
Di
nn
er
s
Ti
m
e
et
te
rs
na
lL
Po
i
Pe
rs
o
CP
fo
rm
.T
Y
nt
s
0%
In
• Celebratory events or
ceremonies are least
preferred, followed by
public recognition and
one-on-one time with
SEs
50%
% Respondents
• An informal thank you
and Celebrating
Performance points
are the most preferred
forms of recognition
UK, Ireland
49%
131
What are our people in UK and
Ireland saying about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Performance Bonus”
“Expand My Role”
“Promotion”
“Stock/Company Shares
“Salary Increase”
“Good Performance Rating”
“Rewards for my family who pay the price for the time I have to put in.”
“Flexibility. Balance between traveling and working from home”
“After 15 years with the company, it took three months after the anniversary date to receive
a brief letter from my manager. I was notified that I had received vouchers I waited
sometime and was advised by HR to purchase and claim back on expenses.”
132
United States
Recognition Results- Overview
HIGHLIGHTS:
United States Recognition Sub-Category
• The US is one of 6
geographies to score
above the global
average
55
52
51
% Agree
• The United States is
slightly above (+1%)
the ALL-Accenture
recognition subcategory result
50
45
40
ALL
US
133
“I am rewarded for developing
people who work with me.” (Q21)
HIGHLIGHTS:
• The US’ score for
people developer
recognition increased
+5% over FY07
• United States is
slightly below the
global average for this
question (-1%)
Country
United States
FY08
FY07
Delta
45
40
+5
134
What are our people in the United
States saying about recognition….
Q21: “I am rewarded for developing people who work with me.”
“There should be more recognition throughout the year from a supervisor - not during the
annual process only.”
“Much of the reward is self satisfaction, watching others grow and succeed around me.”
“There isn't very much recognition for being a good career counselor.”
“I believe this is true for those at non-executive levels. We do not reward executives for this
and it shows. Many executives do not do a good job a developing others.”
“Rarely recognized for developing people, much less rewarded.”
135
“I receive appropriate recognition
for my contributions.” (Q22)
HIGHLIGHTS:
• The United States is
up over last year’s
result +5% in the area
of receiving
appropriate
recognition for
contributions
Country
United States
FY08
FY07
Delta
59
54
+5
• United States is above
the global average by
+3% on this question
136
What are our people in the United
States saying about recognition….
Q22: “I receive appropriate recognition for my contributions.”
“Celebrating Performance is one of the best programs introduced in quite a while. I just
wish it was not taxed.”
“This is dependent upon workforce, client engagement, OG, leadership/management, and is
inconsistent.”
“I would like to receive more recognition.”
“Frankly, I was offended by a 2% raise after selling $20 million last year.”
“I think leadership does a great job of commending a good job to its employees but this
does not translate to a positive outcome in the laddering process. If your CC or SE does
not speak well of you then it won't count for anything.”
“Celebrating performance is still new but good. More marketing would help usage.”
137
“I receive recognition from my
supervisor or leadership team.”
(Q23)
HIGHLIGHTS:
• 21% of United States
employees say they
receive recognition
rarely or never
United States
60
% Respondents
• The US surpasses the
global average for
frequency with 80% of
employees stating that
they receive
recognition either
frequently or
occasionally (+5%)
53
50
40
30
27
20
18
10
3
0
Frequently Occasionally
ALL
Rarely
Never
US
138
What are our people in the United
States saying about recognition….
Q23: “I receive recognition from my supervisor or leadership team”
(frequency).
“I get verbal recognition but there are no ceremonies, celebrations or lunches.”
“Occasionally, once a month from supervisor and once a year directly from leadership.”
“There is a wide variance between project managers and senior executives. More training on
how to recognize team members would go a long way to raising moral and performance.”
“It really is nice that we have Wow Wednesday and I really
do look forward to making that list.”
“I think the celebrating performance points system is an inspired
motivational tool. What makes little sense is that SE's are
excluded from it. Don’t we need the same sort or recognition?”
139
Preferred Types of Recognition
(Q23a)
HIGHLIGHTS:
50%
37%
40%
26%
30%
22%
18%
20%
10%
9%
10%
7%
5%
S
E'
s
eb
./C
er
em
.
1
C
el
1:
th
er
O
og
n.
Pu
bl
ic
R
ec
ne
rs
ay
eb
.D
in
e
C
el
Ti
m
et
t
al
L
so
n
A
w
er
s
Y
.T
rm
Pe
r
In
fo
P
oi
n
ts
0%
C
P
• Celebratory events
and ceremonies are
least preferred
60%
60%
% Respondents
• Celebrating
Performance points
and an informal thank
you are most
preferred forms of
recognition
United States
140
What are our people in United States
saying about recognition….
Q23a: “Please select from the following list your 2 most preferred
types of recognition.”
“Cash Bonus”
“Movie Passes”
“Promotion”
“Salary Increase”
“Non Taxable Recognition”
“Family Dinner – As They Put Up With Me Being On the Road”
“Stock”
“Spot Bonuses ($500-$5000)”
“Good Performance Rating”
“Training”
“Trust/Respect”
“More Leadership Opportunities
“Appreciation Certificates and Awards”
141
APPENDIX B:
Recognition Preference by Career Level
Copyright © 2007 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.
13
10
ie
s
20
C
el
eb
ra
tio
ns
/C
er
em
on
's
th
er
SE
ie
s
O
1:
1
9
on
0
25
er
em
9
30
42
th
er
9
10
O
23
40
ns
/C
Analyst/ Senior & Analyst Programmer/ Levels E&F
n.
57
14
el
eb
ra
tio
37
20
ec
og
0
24
's
8
30
R
10
P
P
or
oi
nt
m
al
s
Th
an
kPe
Yo
rs
u
on
al
Le
tt
er
s
Ti
m
e
A
w
ay
Pu
bl
ic
R
C
ec
el
eb
og
at
n.
or
y
D
in
ne
rs
9
40
lic
12
In
f
10
% Respondents
30
SE
16
53
1:
1
20
18
50
Pu
b
30
C
Assistant/ Programmer/ Levels G&H
C
P
P
or
oi
nt
m
al
s
Th
an
kPe
Yo
rs
u
on
al
Le
tt
er
s
Ti
m
e
C
A
el
w
eb
ay
at
or
y
D
in
ne
rs
40
12
th
er
55
In
f
50
13
O
35
% Respondents
60
16
th
er
20
18
O
20
SE
's
40
1:
1
% Respondents
50
SE
's
Po
or
in
m
ts
al
Th
an
kPe
Yo
rs
u
on
al
Le
tte
rs
Ti
m
e
Aw
ay
Pu
Ce
bl
le
ic
br
at
Re
io
co
ns
gn
/C
.
er
em
Ce
on
le
ie
ba
s
to
ry
Di
nn
er
s
In
f
CP
60
1:
1
CP
Po
or
in
m
ts
al
Th
an
kPe
Yo
rs
u
on
al
Le
tte
rs
Ti
m
e
Aw
ay
Pu
bl
ic
Re
Ce
co
le
ba
gn
to
.
ry
ra
Di
tio
nn
ns
er
s
/C
er
em
on
ie
s
In
f
% Respondents
Preferred Types of Recognition
(Q23a) by Career Level
60
Consultant/ Specialist/ Systems & Senior Systems
Analyst/ Levels C&D
39
22
14
9
8
0
50
42
Manager/ Level B
23
18
13
9
8
10
0
143
s
10
oi
nt
12
P
15
P
20
C
24
C
O
th
el
er
eb
./C
er
em
.
16
er
em
.
53
's
50
SE
20
el
eb
./C
Pe
P
oi
rs
nt
on
s
al
Le
tt
er
s
Ti
m
e
A
C
w
el
ay
eb
.D
in
ne
Pu
rs
bl
ic
R
ec
og
n.
1:
1
SE
's
Y
20
1:
1
30
P
or
m
.T
30
C
40
C
In
f
% Respondents
44
th
er
% Respondents
40
O
or
m
er
.T
so
Y
na
lL
et
te
C
rs
el
eb
.D
in
ne
Pu
rs
bl
ic
R
ec
og
n.
Ti
m
e
A
w
ay
In
f
Preferred Types of Recognition
(Q23a) by Career Level
50
33
Senior Manager / Level A
29
20
15
10
10
7
0
60
Senior Executive
37
21
11
7
7
0
144
APPENDIX C:
Recognition Frequency and
Preference by Workforce
Copyright © 2007 Accenture All Rights Reserved. Accenture, its logo, and High Performance Delivered are trademarks of Accenture.
“I receive recognition from my
supervisor or leadership team.”
(Q23)
CONSULTING
3
3
ly
ev
er
Fr
eq
u
en
t
N
R
O
Fr
eq
u
cc
as
io
n
en
tly
al
ly
ar
el
y
0
18
O
cc
as
io
10
30
20
10
0
SERVICES
20
5
10
N
ev
er
R
ar
el
y
na
lly
O
cc
as
io
en
t
ly
0
24
21
4
10
0
na
lly
22
O
cc
as
io
30
40
30
20
ly
27
51
en
t
40
SOLUTIONS
60
50
Fr
eq
u
50
% Respondents
47
Fr
eq
u
% Respondents
60
Ne
ve
r
19
20
31
N
ev
er
27
30
Ra
re
ly
40
48
R
ar
el
y
50
60
50
40
na
lly
52
% Respondents
% Respondents
60
ENTERPRISE
146
20
19
13
13
10
9
9
0
30
20
24
13
10
10
9
SE
's
50
1:
1
60
Ot
ns
he
/C
r
er
em
on
ies
CONSULTING
Ce
leb
ra
tio
22
Po
or
in
ma
ts
lT
ha
nk
-Y
Pe
ou
rs
on
al
Le
tte
rs
Ti
m
eA
wa
Pu
y
bl
ic
Re
Ce
co
leb
gn
at
.
or
yD
in
ne
rs
38
In
f
23
% Respondents
47
CP
30
th
er
40
O
% Respondents
50
1:
1
Ce
SE
P
ub
le
's
br
l
ic
at
R
io
ec
ns
og
/C
n.
er
em
on
ie
s
or
m
al
Th
an
kYo
u
CP
Po
in
ts
Ti
m
e
Pe
Aw
rs
ay
on
a
lL
Ce
et
le
te
ba
rs
to
ry
Di
nn
er
s
In
f
Preferred Types of Recognition
(Q23a)
ENTERPRISE
56
43
40
23
6
6
0
147
18
15
13
11
10
10
9
0
40
30
20
17
12
10
10
Ot
he
r
60
SE
's
SERVICES
1:
1
23
Po
or
in
ma
ts
lT
ha
nk
-Y
Pe
ou
rs
on
al
Le
tte
rs
Ti
m
eA
wa
Pu
y
bl
ic
Re
Ce
co
leb
gn
Ce
at
.
or
leb
y
ra
Di
tio
nn
ns
er
s
/C
er
em
on
ies
50
In
f
35
% Respondents
54
CP
20
SE
's
30
1:
1
40
Ot
ns
he
/C
r
er
em
on
ies
% Respondents
60
Ce
leb
ra
tio
Po
or
in
ma
ts
lT
ha
nk
-Y
Pe
ou
rs
on
al
Le
tte
rs
Ti
m
eA
wa
Pu
y
bl
ic
Re
Ce
co
leb
gn
at
.
or
yD
in
ne
rs
In
f
CP
Preferred Types of Recognition
(Q23a)
59
SOLUTIONS
50
34
26
17
9
7
0
148