What is Bravo? (posted on recognition page of corporate intranet)
Bravo is TELUS' new corporate recognition application (replacing Team Machine in summer
2008) built by TELUS for TELUS. Bravo allows all team members (with limited access to
contractors - see below for details) the ability to send and receive recognition to and from other
team members. Bravo offers three options to recognize team members:



Informal recognition through TELUS branded e-cards available to all team members to
send anytime
Nominations for Bravo awards (levels 1, 2, 3, 4) that flow through an approval process,
rewarding team members with points
Send point functionality where managers with direct reports can send team members
points in 50 point increments, also subject to the approval process.
Team members are recognized with Bravo points for performance in line with the TELUS values
criteria and for performance linked to business unit objectives outlined in business area
recognition programs. All team members can recognize others by submitting Bravo award
nominations, which are subject to an approval process.
Bravo recognizes team members every 5 years on their career milestone dates with a gift of
points and a personal memento (see Career Milestone section for details). Bravo also recognizes
departing team members who have a minimum of 25 completed years of service with an Ovation
award: a gift of points and a memento (see Ovation section).
Team members may redeem their points at any time for items in the Bravo catalogue (see Bravo
Catalogue section for details on offerings available).
Bravo key benefits
Consistent recognition application across the enterprise - fair and equitable for all
One stop shop for recognition - cost efficiencies realized - no external shopping required
saving time
Fast - rewards can be given in a timely fashion - no need to wait for reward to be purchased
Enhanced reward catalogue includes a large selection of options: products, gift cards, TELUS
merchandise & phones, experiences
Built by TELUS for TELUS - this is a TELUS system built to serve the TELUS organization
Cutting edge HR application developed as a result of team member feedback to support
managers in building a culture of appreciation
Robust reporting capabilities - track and manage your recognition activities
Tax compliant - automatic tax payment and reporting to the Canada Revenue Agency (CRA)
on behalf of the team member - no need to report gifts to payroll for taxable benefit
History
Bravo was designed incorporating feedback from TELUS team member focus groups,
suggestions to the Recognition team, and Pulsecheck. The application name Bravo was selected
by team members through a vote. The name needed to align with our future friendly brand and
work well in both French and English. As a word often used to praise exceptional performance,
the Bravo name is a natural and intuitive fit.
Bravo has been built to address several key requests from the business. These are outlined in
the following chart:
Feedback
Bravo
Team Machine is a dated and tired
application
Simple, easy to use, and brand friendly application
Team Machine has a limited
catalogue (one supplier only)
Enhanced catalogue (capable of managing multiple suppliers)
allowing a broader range of offerings (see Catalogue section for
details)
We want a link to charitable giving
and an environmental focus
Option of donating points yearly during the charitable giving
campaign
Option of choosing to have a tree planted instead of receiving a
plaque for Career Milestone and Ovation mementos
The Team Machine nomination
approval process with final approval
from HR is lengthy and difficult
Approvals flow through the nominator's business unit using
spending authority levels from SAP (HR no longer involved); the
business is now also responsible for the recognition budget for all
awards
Team Machine is inconsistently
used across the organization
varying by business area and
manager
The corporate standard for recognition at TELUS, integrating all
business unit recognition programs; ELT will regularly receive
reports to monitor their business unit's use of Bravo to ensure
recognition activity is within the application
Other suggestions from the TELUS team to be incorporated in Bravo phase II include:
Ability to upload and add digital photos to e-cards
Ability to personalize recognition: recognition profiles will be added in phase II giving team
members the ability to share their personal preferences for recognition, as well as the ability
for managers to send team members specific gifts from the catalogue (using the recognition
profiles).
Who can participate?
All full time, part time, and temporary team members can participate in Bravo. All contractors
have the ability to send and receive e-cards but, as a result of the contractual terms of their
employment with TELUS, cannot receive points. Contractors who lead teams can also send
points and nominate team members for awards.
Bravo catalogue
The Bravo catalogue includes all the benefits of traditional catalogue items previously included in
Team Machine (including items for home & garden, electronics, sports etc.). In addition, the new
catalogue brings several new and exciting offerings as a result of team member feedback:
Gift cards from a variety of national retailers (including: Canadian Tire, HMV, HBC, Esso)
A limited offering of TELUS phones & PDAs
Travel vouchers (including: Fairmont hotels, car rentals, tour operators)
Special experiences (wine tours, ballroom dance lessons, spa packages)
Tickets to TELUS partners and events (including: TELUS World of Science, and future plans
for TELUS Skins, Wakestock, Lumiere)
Ability to donate points during the annual Team TELUS Cares Dollars for Dollars charitable
giving program
The catalogue will continue to evolve based on team member feedback and the latest market
trends. It is important to remember that the catalogue will not be able to meet all the needs of
30,000 team members all the time. We will endeavour to include a wide range of offerings that
will be appealing to a diverse TELUS team. Suggestions can be sent to Bravo@telus.com.
Successful Celebrations - a guide for leaders who support team
members (posted in manager’s toolkit on recognition page of
corporate intranet)
Career milestones
As part of TELUS' goal to be an employer of choice, we acknowledge the value of thanking team
members for their contributions and loyalty over the years as a crucial element to our success.
Celebrating your team members’ career milestones is your responsibility. First-class career
milestone presentations can be easy and fun. They provide a meaningful opportunity to express
to a TELUS team member their value to the organization and to recognize their contributions to
our business goals. Although the tangible award may have significance, it is the presentation and
celebration of career milestones that has the power to express TELUS' appreciation. Our career
milestone program can only be successful when we consider the diversity and individuality of
each and every team member at TELUS. If a team member does not wish to celebrate with their
team, no gift in lieu should be offered as team members are already receiving a gift from TELUS.
PROCESS:
Timing
Event

60 days
before
milestone
date

Team member receives an
email inviting them to log on to
their Bravo account and choose
their preferred career milestone
memento (plaque, a tree planted
or no memento)
Manager is copied on the email
Manager action
Manager contacts team member by (letter,
email or phone) to acknowledge the
upcoming career milestone and to determine
the type of celebration preferred:



public/team
private/individual or
no celebration
See budget and celebration examples

1 month
before
milestone
date

If no memento is selected by the
team member within a month of
the original invitation and two
reminder emails, a career
Manager will receive plaque for the team
milestone plaque will be ordered
member and hang on to it until the date of
on their behalf
the celebration
In preparation for planning a
milestone celebration, the
manager will be notified of the
team member’s choice of
memento

1 week
before
milestone
date

One week before a team
member’s career milestone, the
manager will receive an email
reminder
On the actual career milestone
By this time, a private or public celebration
date, the team member will
should be planned and plaque or
receive a congratulatory email
acknowledgement of memento ready
(copied to their manager)
notifying them that they have
received a gift of Bravo points in
their account
Budgeting for celebrations
A celebration for a career milestone recipient is the responsibility of the department/business unit.
It is important to ensure fairness and consistency if and when celebrations are being planned.
NOTE:
All costs for celebrations are paid for by the manager's cost center.
CELEBRATION:
If team member has chosen a celebration, begin planning using some of the tips provided below
depending on whether the team member has chosen a public or private celebration. If a team
member has opted out of a celebration, no gift or alternative should be offered in lieu.

$5 - $10 per person depending on how the team member has chosen to
celebrate
Budget
NOTE:

Public
celebration
ideas




Private
celebration
ideas


If a team member has opted out of a celebration, no gift or alternative should
be offered in lieu.
Decorate a room with balloons and arrange for a cake and veggie/fruit
plate for the presentation
Hold a breakfast presentation and bring in coffee, juice, fruit and/or
breakfast pastries
What says celebrate more than ice cream? Arrange for an ice cream
social or a build your own sundae bar in the presentation room and make
the celebration memorable
Take your team member out for coffee, breakfast or lunch
Come in early and surprise the team member with a little something at
his/her workstation, i.e. a note card, lunch pass or favourite food
Order a congratulatory flower, fruit, cookie or balloon arrangement for
delivery on the day of the event (see taxable benefit details at
http://corporate.tsl.telus.com/taxation/taxable_benefits.htm)
If possible, arrange for a TELUS executive to call or email the team
member congratulating him/her on the milestone anniversary
TIP:
Don’t have time to pull a celebration together? Contact Thirsty Muse to help you.
Questions and answers
Q: How are the costs of the celebration paid for?
A: Each area is required to budget for celebrations, budgeting anywhere from $5.00 - $10.00 per
person .
Q: Should I purchase a gift for the team member?
A: No; team members receive a gift from TELUS. Therefore, it is not necessary to provide an additional
gift to the team member .
Q: If my team member prefers not to have a celebration can I give them a gift certificate in lieu?
A: Is not recommended to provide a gift certificate.
Q: How can I celebrate with a team member who is in a different location?
A: If you cannot attend the celebration in person, arrange for a colleague to represent you.
Ovation Program (posted on recognition homepage of corporate
intranet)
A team member who is departing TELUS with a minimum of 25 completed years of service is
eligible for an Ovation award. The departing team member will receive 100 Bravo points for each
completed year of service, plus a choice of commemorative memento: an Ovation plaque, a tree
planted in their name, or no memento if preferred. Ovation awards are paid for by corporate
recognition.
ELIGIBILITY:
A departing team member with a minimum of 25 completed years of service is eligible for an
Ovation award.
Career Milestone and Ovation Program mementos (posted on recognition
page of corporate intranet)
Choosing a memento for Career Milestones and Ovation
In celebration of your service milestone you have the choice of commemorative memento: a plaque, a tree
planted in your name, or no memento if preferred. To make your selection:
1. Click on the link in the e-mail notification (sent 60 days before the career milestone date) or in a
reminder e-mail
2. Select your choice of memento
 If you choose a plaque as a memento, select a preferred language and confirm the name to appear
on your plaque
 If you choose to have a tree planted, Tree Canada will be notified; you will receive a confirmation
email from Tree Canada thanking you for your donation (Tree Canada FAQ)
3. Click submit to complete
(A gift of Bravo points will automatically be awarded on the date of your career milestone)
Tree Canada
Tree Canada is a not-for-profit, charitable organization established in 1992. Under the direction of a 13member volunteer Board of Directors, Tree Canada provides education, technical assistance, resources and
financial support through working partnerships to encourage Canadians to plant and care for trees in an
effort to help reduce the harmful effects of carbon dioxide emissions. Tree Canada is a leader in promoting
the value of urban forests in Canada. (Tree Canada FAQ)
(posted on recognition page of corporate intranet)
TELUS Employee Charitable Giving Campaign (communication)
Double your donation to your favourite charity!
The Employee Charitable Giving program helps you support the causes you're passionate about. TELUS
matches dollar for dollar all contributions made to eligible registered Canadian charities. Whether you are
passionate about helping the homeless, finding a cure for cancer or giving to your child's school, this is a
great opportunity to give where you live.
The program is open from October 7 to November 21, at which time you can register for automatic
payroll deductions to begin in January 2009. The maximum donation per person has been increased to
$20,000.
You also have the opportunity to donate your Bravo points to charity and receive the donation match
from TELUS. To take advantage of this opportunity please register your donation through the Employee
Charitable Giving program .
For more information visit the Team TELUS Cares website.
Recognition Tool-kits
1. A tool kit for managers with teams
Sections
1. Recognition essentials
A balanced approach
Formal recognition
Informal recognition
Day-to day recognition
Relationship focus
2. All about Bravo
What is Bravo
Highlights
Benefits to leaders
History
Phase II highlights
Who can participate
The Bravo catalogue
e-cards, awards and send points
How to celebrate career milestones
Analysis of point price
Bravo budget and approval process
Recognition reports
Recognition reporting in SAP
About delegates
3. Celebrating careers:
Career milestone awards
Ovation awards
4. Additional resources:
Forms and documents
Industry videos
Recommended reading
TELUS thank you cards
5. Helpful sites:
Taxable benefit reporting
Building a recognition plan tool kit
(coming soon)
Introduction to the recognition tool kit for managers with teams
This tool kit was developed for you as a leader of people at TELUS to provide you with support in building a
culture of appreciation within your team. Understanding and delivering effective recognition is an important
part of your role. TELUS offers several corporate recognition programs, through Bravo, that enable you to
strengthen the spirit of your team. The following sections provide information to guide your recognition
efforts. First, review the recognition essentials to learn how to take a balanced approach to recognition.
Second, become familiar with Bravo and learn how you and your team members can leverage the corporate
programs.
2. Tool kit for recognition primes
The role of a recognition prime
VPs across the business unit are encouraged to assign recognition primes who will ensure that:
1.
2.
3.
4.
A recognition program has been developed within the area
The program includes an element on how Bravo will be leveraged for all levels of recognition and rewards
The program drives a culture of appreciation at TELUS
The program is reviewed bi-yearly and that improvements are made based upon the 7 recognition best
practice standards
Whether you are building a new program, integrating a current plan or wanting to make improvements, the following
chart provides the steps and links to the information you will need to get started:
Creating a new program


Integrating your current program with
Bravo
Step 1: See Building a
recognition plan
Step 2: Review the
recognition 7 best practice
standard checklist



3.
Improving your overall
recognition program
Step 1: Read the Bravo tool kit
for managers
Step 2: Complete the Integrating
your recognition program with
Bravo document
Step 3: Review the Bravo
checklist



Step 1: See Building a
recognition plan
Step 2: Review the
recognition 7 best practice
standard checklist
Step 3: Review the Bravo
checklist
A tool kit for executive assistants
Sections
1. Recognition essentials
A balanced approach
Formal recognition
Informal recognition
Day-to day recognition
Relationship focus
2. All about Bravo
What is Bravo
Highlights
History
Phase II highlights
e-cards, awards and send points
Bravo budget and approval process
Recognition reports
About delegates
3. Celebrating careers:
How to celebrate career milestones
4. Additional resources:
TELUS thank you cards
5. Helpful sites:
Taxable benefit reporting
Building a recognition plan tool kit
(coming soon)
Introduction to the recognition tool kit for managers with teams
This tool kit was developed for you as a leader of people at TELUS to provide you with support in
building a culture of appreciation within your team. Understanding and delivering effective
recognition is an important part of your role. TELUS offers several corporate recognition programs,
through Bravo, that enable you to strengthen the spirit of your team. The following sections provide
information to guide your recognition efforts. First, review the recognition essentials to learn how to
take a balanced approach to recognition. Second, become familiar with Bravo and learn how you
and your team members can leverage the corporate programs.
Recognition Prime Toolkit excerpt (posted on TELUS’ corporate
intranet, recognition pages)
What is a recognition program?
Corporate
recognition
program:
Operates at the highest level of the organization and includes recognition awards
for which all regular team members are eligible. At TELUS, Bravo is the
corporate recognition program. The Bravo award framework (Bravo 1-4 awards)
recognizes the demonstration of behaviours/activities/achievements in line with
the TELUS Values and Values Competencies. Bravo also includes Career
Milestone awards, recognizing team member years of service, and Ovation,
recognizing departing or retiring team members with a minimum of 25 completed
years of service to TELUS.
Departmental
recognition
programs:
Leverage the corporate recognition program and complement it with unique
programs to recognize specific business unit behaviours/activities/achievements
linked to business unit goals. As each business area is unique, additional
thought should be made to recognition plans within each area in addition to the
corporate programs. At TELUS, departmental recognition programs should
leverage Bravo awards, send points, and e-cards wherever possible.
FEEDBACK:
TELUS team members who participated in focus groups told us that the Corporate
Program is not enough to making them feel appreciated. Recognition planning needs to
go beyond only the corporate program and include departmental programs.
How to recognize
Your plan should include a four dimensional approach that promotes relationship building, day-today recognition activities, informal, and formal recognition
A balanced plan should include recognition activities in all 4 categories with the major focus on the
bottom two layers. Recognition should focus on individual, team, and peer-to-peer recognition. See
the Recognition Toolbox, Internal Best Practice Repository, and Bravo Manager Toolkit to help build
your recognition plan
ACTION:
An important second step in creating a recognition plan is to select balanced recognition
activities in these 4 categories leveraging the Corporate Recognition program and creating a
departmental recognition plan.
The 7 recognition best practice standards
The 7 Recognition Best Practice Standards capture the key components of a best-in-class
recognition program. Focusing on each component will enable you to create a truly best-in-class
plan.
1.
2.
3.
4.
5.
6.
7.
Recognition Strategy
Management Responsibility
Program Measurement
Communication Plan
Recognition Training
Awards & Celebrations
Program Change & Flexibility
How and why the 7 standards were developed
Recognition Professionals International, the leading resource for global strategic workforce
recognition, developed the 7 Best Practice standards based on exhaustive research, including
findings from the following:


American Productivity Center
Knowledge from respected recognition practitioners





Recognition literature
Case studies
Selection criteria for Fortune magazine's 100 Best Companies
Working Mother Magazine’s 100 Most Family Friendly Companies
The Baldridge Award for methodology
When fully implemented together, the seven elements ensure a powerful and strategic recognition
program for an organization.
It is imperative to establish and maintain a recognition plan that provides team members with
recognition at all organizational levels and is thoroughly documented. Each element of the overall
plan should be focused on identifying team member behaviours that align to the organization’s
goals and values, and recognizing and promoting these behaviours.
Making the standards work for you
The Standards will help provide you with a check-list to ensure you have a balanced plan. The links
in this checklist will assist you in working through the 7 standards to create your recognition
program.
Standard
Key elements
Supporting material
Recognition
strategy
REVIEW:
Identify what behaviours, activities, and
achievements you wish to recognize in line
with TELUS’ values and objectives as well

Recognition
as your area’s strategies and objectives
essentials
Identify how you will recognize with a

2008 Recognition
balance of recognition activities including:
best practice
building a strong relationship, daily

Bravo manager tool
recognition activities, informal, and formal
kit
recognition activities

Integrating your
recognition programs
Include individual, team, and peer-to-peer
with Bravo
recognition

Recognition books
Leverage Bravo awards

Recognition videos
Leverage Bravo points for rewards in your

Recognition profiles
local programs

People tracking tool
Know individual preferences for recognition

Engagement
(leverage recognition profiles)
inventory
Review and commit to recognition
processes and tools
COMPLETE:
Management
responsibility
Senior leaders are actively involved in the
support and execution of the plan
Senior leaders walk the talk and promote
the plan
Leaders take ownership for the plan (PPO
objectives to drive ownership)
Leaders model best-in-class recognition

Recognition strategy
worksheets



PPO
People tracking tool
Engagement
inventory
Taxable benefit
reporting information

behaviours
Leaders implement the plan consistently
and fairly (leverage the People tracking
tool)
Leaders follow taxable benefit reporting to
payroll for gifts given outside of Bravo, team
member privacy policy in data collection,
rules around team member information
retention strategy
Leverage the Engagement Inventory tool for
self-reflection
Program
measurement
and form
Monitor recognition scores yearly using

Pulsecheck


Collect anecdotal feedback on how your
plan is being received (conversations, focus
groups)
Collect quantitative feedback on how your
plan is being received (e.Survey)
Monitor recognition activities in line with
your plan – collect data on number of
awards, nominations, recognition recipients
etc. – use manager reports in Bravo
Review SAP recognition budget actuals
monthly
NOTE:
Pulsecheck
e.Survey
Bravo reports
Recognition activity through Bravo
will be reported monthly by business
unit to the ELT and Darren to ensure
Bravo is being used as the corporate
standard for recognition.
Communication
plan
Document and promote your recognition
plan with all leaders outlining the
behaviours, activities, and achievements
(what) to recognize as well as the
recognition vehicles and methods (how)
Communicate the recognition plan to all
team members as appropriate
Help team members see how they
contribute to a culture of appreciation –
recognition is not only top down (use the
Recognition Inventory)
Celebrate team members frequently with
wide communications of their performance
as appropriate (consider individual
preferences for public vs. private
recognition)


Recognition profiles
Recognition
inventory
Recognition
training
Ensure new hires are orientated to your
recognition plan elements
Ensure your leaders know the basics of
recognition and appreciation (leverage the
Skills Essentials Recognition module –

Expectations &
practices
Motivation –
Motivating through
rewards & recognition

coming soon, Expectations & Practices for
new leaders, or e.learning)


Awards and
celebrations
Include career milestone and ovation award
celebrations in your plan
Leverage attendance at celebrations by all
levels of leaders
Include formal recognition at road shows,
leadership meetings, business unit
meetings
Consider including a formal awards
ceremony in your plan
Program change
and flexibility
Utilize program measurement and feedback
results to evolve your program and continue
improving it over time
Review your plan at least yearly to ensure it
continues to meet your area’s strategies
and objectives

Skills essentials
recognition module –
coming soon
Recommended
reading
Career milestone
celebration guidelines
Recognition communication example – from CEO’s weekly e.letter
2. Management Responsibility/ Communications
Launch of Bravo improves team member recognition
Bravo, our new recognition tool that launched August 5, now offers team members across our business units a more
consistent approach to recognition. The decision to upgrade from Team Machine was based on team member feedback and
our desire to improve recognition and grow our culture of appreciation and team member engagement. Additionally, the new
breadth of reward choices now offered will appeal to an increased number of our diverse team members across Canada. I
strongly encourage each of you to visit the Bravo site and make time in your schedules to acknowledge the outstanding
performance of team members you work alongside at all levels of our company. Together, we can continue to cultivate a
supportive workplace, advance our business objectives and outpace the competition.
Recognition Best Practice Standard
3. Recognition Program Measurement
Intranet top story communications on Recognition
5. Communications