{"id":667,"date":"2025-04-05T10:12:22","date_gmt":"2025-04-05T02:12:22","guid":{"rendered":"https:\/\/www.biworldwide.com\/en-sg\/?post_type=case-study&p=667"},"modified":"2025-04-06T10:18:20","modified_gmt":"2025-04-06T02:18:20","slug":"creating-a-high-performance-culture","status":"publish","type":"case-study","link":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/","title":{"rendered":"Creating a high-performance culture"},"content":{"rendered":"
\n\t
\n\t\t\t\t\t
\n\t\t\t\t
Home<\/a><\/span><\/span><\/div>\t\t\t<\/div>\n\t\t\n\t\t\t\t\t
\n\t\t\t\t\t\t\t\t\t
<\/div>\n\t\t\t\t\t\t\t\t\"\"\t\t\t<\/div>\n\t\t\t\t
\n\t\t\t\t\t\t

\n\t\t\t\tCreating a high-performing culture\t\t\t<\/h1>\n\t\t\t\t\t\t\t\t\t\t
\n\t\t\t\t\t\n\n

A global healthcare technology company wanted to determine if there was a connection between recognition activity and how employees feel at work.<\/p>\n\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t<\/div>\n<\/div>\n\n\n\n

\n
\n
\n

Impact<\/strong><\/h2>\n\n\n\n

Data showed employees felt recognized, valued, and empowered if they received three recognitions in the three months leading up to the company’s organizational health survey.<\/p>\n<\/div>\n\n\n\n

\n
\n
\n

Industry<\/strong><\/h2>\n\n\n\n

Life sciences<\/p>\n<\/div>\n\n\n\n

\n

Problem space<\/strong><\/h2>\n\n\n\n

Employee engagement<\/p>\n<\/div>\n\n\n\n

\n

Services<\/strong><\/h2>\n\n\n\n

Communications<\/p>\n\n\n\n

Recognition<\/p>\n\n\n\n

Research and strategy<\/p>\n<\/div>\n\n\n\n

\n

Technology<\/strong><\/h2>\n\n\n\n

DayMaker<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/linearGradient><\/defs><\/svg><\/span><\/div>\n\n\n

\n
\n

How does recognition impact an organization?<\/h2>\n\n\n\n

A global healthcare technology company wanted to determine if there was a connection between recognition activity and how employees feel at work. We compared their organizational health survey (OHS) results with our global recognition program activity and then used this information to make data-driven recommendations on how to optimize their recognition program.<\/p>\n<\/div>\n\n\n\n

\n

Inspiring employees around the world<\/h2>\n\n\n\n

We paired the OHS survey results with six months of recognition activity preceding the survey. The over 40,000 individuals included in our research needed to be employed for the entire six months to be considered. The recognition data included in our research were special occasion, peer-to-peer, manager discretionary, recognition with points, and service anniversary.<\/p>\n\n\n\n

We also implemented a regular cadence of campaigns to spotlight recognition. Campaigns incorporated segmented communications and messaging based on the employee\u2019s level of engagement with the program with specific calls to action. Recognition tips based on the OHS research findings were also incorporated into leader and manager communications. To ensure employees felt connected and the campaigns resonated globally, all communications were translated and the employee received the messaging in their preferred language.<\/p>\n<\/div>\n\n\n\n

\n

Recognition impacts culture<\/h2>\n\n\n\n

The data revealed a positive impact on those who receive 3 recognitions in 3 months leading up to OHS. <\/p>\n\n\n\n

    \n
  • If employees say they are often recognized, they are six times more likely to recommend the company to others as a great place to work.<\/li>\n\n\n\n
  • Employees who say they are often recognized are 6.2 times more likely to say their manager leverages differences as a strength.<\/li>\n\n\n\n
  • Those who receive recognition are 3.7 times more likely to give recognition as well.<\/li>\n\n\n\n
  • Those who say they are often recognized are 6.6 times more likely to say they are encouraged to find new and better ways of working.<\/li>\n\n\n\n
  • Those who feel recognized are 4.1 times less likely to think about leaving.<\/li>\n\n\n\n
  • Employees who receive three or more recognitions in six months score 10 percentage points higher on feeling “recognized for great performance.”<\/li>\n\n\n\n
  • Those who feel recognized are 7.8 times more likely to say they “go above and beyond” their normal duties.<\/li>\n<\/ul>\n\n\n\n

    During the recognition campaigns, the client saw great results.<\/p>\n\n\n\n

      \n
    • Over 730,000 total recognitions sent – up 11% over the previous year<\/li>\n\n\n\n
    • Over 9,000 first-time recognition givers<\/li>\n\n\n\n
    • Over 15,000 first-time recognition receivers<\/li>\n\n\n\n
    • 81% of employees logged into the recognition site<\/li>\n\n\n\n
    • 97% of managers gave recognition<\/li>\n\n\n\n
    • 89% of employees receive recognition<\/li>\n<\/ul>\n<\/div>\n<\/div>\n\n\n\n
      \n
      \n

      Thought Leadership<\/h2>\n\n\n\n

      Learn from the best. BIW thought leaders bring you a deeper look at the business of inspiration.<\/p>\n<\/div>\n\n\n\n

      \n\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"

      A global healthcare technology company explored the connection between recognition and employee sentiment. By analyzing survey results and recognition activity, they optimized their program to inspire employees worldwide. The data revealed significant positive impacts on engagement, retention, and performance. Discover how recognition transformed their organizational culture in the full case study.<\/p>\n","protected":false},"featured_media":1406,"template":"","meta":{"case_study_logo":1295,"unique_title":"Creating a high-performing culture","unique_cta":"","featured_image_focal_point":{"x":0.5,"y":0.5},"footnotes":""},"content-topic":[51,64,59,54,48],"problem-space":[49],"class_list":["post-667","case-study","type-case-study","status-publish","has-post-thumbnail","hentry","content-topic-communications","content-topic-daymaker","content-topic-life-sciences-and-healthcare","content-topic-recognition","content-topic-research-and-analytics","problem-space-employee-engagement"],"yoast_head":"\nCreating a high-performance culture - Singapore (English)<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Creating a high-performance culture - Singapore (English)\" \/>\n<meta property=\"og:description\" content=\"A global healthcare technology company explored the connection between recognition and employee sentiment. By analyzing survey results and recognition activity, they optimized their program to inspire employees worldwide. The data revealed significant positive impacts on engagement, retention, and performance. Discover how recognition transformed their organizational culture in the full case study.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/\" \/>\n<meta property=\"og:site_name\" content=\"Singapore (English)\" \/>\n<meta property=\"article:modified_time\" content=\"2025-04-06T02:18:20+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1440\" \/>\n\t<meta property=\"og:image:height\" content=\"600\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data1\" content=\"3 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/\",\"url\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/\",\"name\":\"Creating a high-performance culture - Singapore (English)\",\"isPartOf\":{\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg\",\"datePublished\":\"2025-04-05T02:12:22+00:00\",\"dateModified\":\"2025-04-06T02:18:20+00:00\",\"breadcrumb\":{\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/\"]}]},{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#primaryimage\",\"url\":\"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg\",\"contentUrl\":\"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg\",\"caption\":\"Close-up of hands holding pens over financial documents with charts and graphs. A calculator is on the table. The scene suggests a collaborative business or financial planning meeting.\"},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Home\",\"item\":\"https:\/\/www.biworldwide.com\/en-sg\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Case Studies\",\"item\":\"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/\"},{\"@type\":\"ListItem\",\"position\":3,\"name\":\"Creating a high-performance culture\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/www.biworldwide.com\/en-sg\/#website\",\"url\":\"https:\/\/www.biworldwide.com\/en-sg\/\",\"name\":\"Singapore (English)\",\"description\":\"\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/www.biworldwide.com\/en-sg\/?s={search_term_string}\"},\"query-input\":{\"@type\":\"PropertyValueSpecification\",\"valueRequired\":true,\"valueName\":\"search_term_string\"}}],\"inLanguage\":\"en-US\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Creating a high-performance culture - Singapore (English)","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/","og_locale":"en_US","og_type":"article","og_title":"Creating a high-performance culture - Singapore (English)","og_description":"A global healthcare technology company explored the connection between recognition and employee sentiment. By analyzing survey results and recognition activity, they optimized their program to inspire employees worldwide. The data revealed significant positive impacts on engagement, retention, and performance. Discover how recognition transformed their organizational culture in the full case study.","og_url":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/","og_site_name":"Singapore (English)","article_modified_time":"2025-04-06T02:18:20+00:00","og_image":[{"url":"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg","width":1440,"height":600,"type":"image\/jpeg"}],"twitter_card":"summary_large_image","twitter_misc":{"Est. reading time":"3 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/","url":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/","name":"Creating a high-performance culture - Singapore (English)","isPartOf":{"@id":"https:\/\/www.biworldwide.com\/en-sg\/#website"},"primaryImageOfPage":{"@id":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#primaryimage"},"image":{"@id":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#primaryimage"},"thumbnailUrl":"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg","datePublished":"2025-04-05T02:12:22+00:00","dateModified":"2025-04-06T02:18:20+00:00","breadcrumb":{"@id":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#primaryimage","url":"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg","contentUrl":"https:\/\/www.biworldwide.com\/wp-content\/uploads\/2025\/02\/CaseStudy4-1440x600-1.jpg","caption":"Close-up of hands holding pens over financial documents with charts and graphs. A calculator is on the table. The scene suggests a collaborative business or financial planning meeting."},{"@type":"BreadcrumbList","@id":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/creating-a-high-performance-culture\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/www.biworldwide.com\/en-sg\/"},{"@type":"ListItem","position":2,"name":"Case Studies","item":"https:\/\/www.biworldwide.com\/en-sg\/our-work\/case-study\/"},{"@type":"ListItem","position":3,"name":"Creating a high-performance culture"}]},{"@type":"WebSite","@id":"https:\/\/www.biworldwide.com\/en-sg\/#website","url":"https:\/\/www.biworldwide.com\/en-sg\/","name":"Singapore (English)","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/www.biworldwide.com\/en-sg\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"}]}},"_links":{"self":[{"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/case-study\/667","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/case-study"}],"about":[{"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/types\/case-study"}],"version-history":[{"count":2,"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/case-study\/667\/revisions"}],"predecessor-version":[{"id":1511,"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/case-study\/667\/revisions\/1511"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/media\/1406"}],"wp:attachment":[{"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/media?parent=667"}],"wp:term":[{"taxonomy":"content-topic","embeddable":true,"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/content-topic?post=667"},{"taxonomy":"problem-space","embeddable":true,"href":"https:\/\/www.biworldwide.com\/en-sg\/wp-json\/wp\/v2\/problem-space?post=667"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}