4 min read
Go to any park and you’ll see a very strange phenomenon which I’ve heard called the ‘canine mini-me’ phenomenon. You know what I mean, the woman with the long flowing hair walking an elegant afghan, the short and slightly overweight man walking a pug . . . . you get the idea.
To add to this, studies have shown that there is often a strong correlation between how owners and dogs act, having similar personalities and behavioral traits.
Michael Roy, a psychology professor at the University of California, conducted a study where he showed separate photographs of dogs and their owners to a test group. He gave them no clues, and asked them to match the photographs of dogs with their owners. He found that the group were able to successfully work out who lived with whom with reasonable accuracy simply on appearance.
In another study, the participants evaluated dogs based on perceived personality traits, and then rated themselves on their perceived personality traits. The dog owners rated their dogs as having similar personalities to themselves in all five of the personality traits, with family members rating similarities in four out of five personality traits. Coren concluded that this match exists because owners consciously decide to get dogs or dog breeds that reflect their own personalities, as with the conscious decision made regarding looks.
Question: If your employees were given photographs and descriptions of reward programmes provided at your company and of those provided at other companies, would they be able to correctly match them?
I believe there is a strong connection between the findings of these studies and how we in HR should be developing and designing our reward programmes — your dogma (pardon the pun), if you will. If we want our employees to be loyal to our company in the same way a dog is loyal to their owner, we need to create reward programmes that have the right look and personality as both the company and our employees.
Just like dogs take on the look of their owners and vice versa, your rewards programmes should look and feel like your company. Make sure your programme aligns with:
Your purpose and mission
Each company has a unique purpose and mission, something which provides a direction for employees to follow, the results and achievements desired, and answers the question ‘why.' Reward programmes need to align and support these, or they will not only drive the wrong performance, but will confuse employees as to which path and direction to take.
Again, each company has their own values, which are the code of conduct a company aspires to live by. They inspire, unite and guide each and every employee in the company. Reward programmes need to align with the values or, similar to purpose and mission, they could drive the wrong performance or send the wrong message.
To make sure your reward programme is the pick of the litter, put some thought into how it will be perceived from an outside perspective. Will your employees choose your pup over others, or does it fade into the background? By aligning your reward programme with the look, feel and personality of your company, you’ll have a much greater chance of engagement.
They say that dog is a man’s best friend. Don’t you want your reward programme to become your employees’ best friend, too?
Debra is the co-author of "Build It: The Rebel Playbook for Employee Engagement," which she wrote with Reward Gateway Founder, Glenn Elliott. She's a Rewards guru, having over 20 years experience as a rewards leader, speaker, teacher and a frequent contributor to the Reward Gateway blog.
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