We give an award to the top sales guy, to the person with 25 years of service, to the truck driver with 1 million miles without a chargeable accident. We believe in the power of recognition. The why we do it may seem obvious, but it is a lot more than that.

We use recognition to:

  • Create a culture within the company that affects every attitude.

  • Say thanks and applaud success.

  • Teach others what we as an organization want to achieve.

  • Increase retention of employees.

  • Support Mission and Values.

  • Engage employees.

  • Encourage loyalty.

  • Increase customer satisfaction.

  • In summation, we believe in using recognition everyday to improve the bottom line. If that's important to you, then we're speaking the same language. Come with us on this journey.

    Take a look at the topics we have and see if we can help you with your recognition programs.

  • Need ideas for wording on an awards? See the Thesaurus.

  • Want to implement a sales award program but need to present the concept to management? Check out Sales Awards: An Overview.

  • Want to know the inside scoop on the Lombardi Trophy or the Oscars? Take a look at our ongoing series on Famous Awards.

  • Talk to us. We are here to help you.

    Tuesday, April 12, 2011

    Short RCB Promo

    A short video to showcase RCB. Light the torch.

    For more information, contact RCB Awards at 1-800-929-9110.

    Monday, April 4, 2011

    Guidelines for Award Presenters

    Posted by Curt Denevan: 
    Do you have to make an award presentation and want some suggestions on how to make a positive impact?

    I. Use the following suggestions to help you convey an appropriate message of recognition:
    • Be personal; be yourself; be sincere.
    • Everybody feels they've contributed something; given a little thought you can bring this out.
    • What may seem like a chore can be a very big thing for the recipient; you can make it bigger!
    II. Make it a positive, cheerful occasion that evokes a feeling of emotion and acceptance from the recipient:
    • Pick a time that avoids unusual stress or time limitations. Be spontaneous.
    • Do it in a place away from the operations of the job.
    • Invite friends and associates who know the recipient well.
    • Talk to the recipient in a personal way that's comfortable for you, yet shows an understanding of the recipients feelings. 
    III. Try to include contributions to the immediate department goals such as:
    • Suggestions employee made in improving department operation and performance.
    • Extra time given to finish a job or keep on top of on-going workload.
    • A good attitude that makes fellow workers feel like part of the team.
    IV. Talk about things that have happened during the employee's years with the company such as:
    • The Company's growth, new products, new equipment, new people.
    • The individual's performance as related to skills developed, promotions earned, other awards received.
    • Community activities, special events, or growth activities in the community.
    V. Use information available within the Company:
    • Personnel departments usually have company and community events information you may not have about the recipient.
    • Fellow workers might know personal stories about the recipient. You can probably also think of a few ideas from your own personal relationship.
    • Family or spouse are good sources of information to off the job interests and activities.
    VI. Talk about the future of the individual and company (in a one on one presentation), and how they should continue together:
    • Find out the employee's goals and ambitions.
    • Talk about how the employee can contribute to company's future growth and development.
    • Tell how the recipient can help with future department objectives.
    For more information about corporate recognition programs, see the website: Corporate Recognition Programs.