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Published by , 2018-01-19 08:43:09

AOI_HOWS booklet_v4- JFB

AOI_HOWS booklet_v4- JFB

Living the HOWs award

A guide to delivering people-focused, purpose-
infused spot awards

Table of contents

1. FAQ
2. AOI’s HOWs

• Description of each HOW
• Example behaviors for each HOW

3. How to select award recipients
4. Choosing an appropriate reward
5. Considerations and parameters
6. Delivering an award with purpose
7. Actions to take after presenting the award





Frequently asked questions

What is this award?

The Living the HOWs award is a “spot award” designed to instantly recognize
employees who display behaviors aligned with AOI’s HOWs.

Why are we starting this initiative?

Our people do great things every day and deserve to be recognized. This award
will be rolled out globally and is designed to promote our company culture and
encourage us all to live our Why Story, specifically through the HOWs.

Who can give out awards?

One Tomorrow Champions are tasked with nominating their peers and making
recommendations to their managers. Local management is responsible for
making the final determination.

Who can receive awards?

This award aims to encourage engagement with our Why and HOWs across the
entire Company. As such, any full or part-time employees who demonstrate
behaviors that align with our HOWs may receive awards. The following pages
will detail exactly how to identify and select award recipients.

Who can I reach out to with questions?

If you have any questions, please reach out to [email protected].

HOW #1: Have the

Behaviors associated with this HOW:

 Be bold when you believe
 Trust each other
 Hold yourself accountable

6

courage to lead

How might an AOI employee exhibit this behavior?
 Be bold when you believe

Examples: An employee may…
 Try to address a challenge in a new way, accepting that they may not be successful the first time.
 Speak up in a meeting when their opinion is different from those of everyone else in the room.

 Trust each other

Examples: An employee may…
 Empower a new or more junior employee to solve a problem, rather than do it for them.
 Delegate a task to a teammate to help them grow, when they would normally complete the task

themselves.

 Hold yourself accountable

Examples: An employee may…
 Raise their hand if something went wrong, and acknowledge where the error happened, why it

happened and a potential solution to prevent it from happening again.
 Set internal deadlines, and publicly demonstrate their commitment to meeting them.

7

HOW #2: Communicate

Behaviors associated with this HOW:

 Listen.
 Be consistent and timely
 Recognize and celebrate successes, big and
small

8

openly and transparently

How might an AOI employee exhibit this behavior?

 Listen.

Examples: An employee may…
 Remember that we are all on the same team and working towards the same goal. A different

idea does not make it a bad idea.
 Remain open to hearing feedback, and actively listen to the person speaking by making eye

contact, nodding and asking questions.

 Be consistent and timely

Examples: An employee may…
 Actively raise their hand if there is a problem with their work or process. The sooner we raise a

problem, the sooner it can be addressed.
 Meet a deadline or communicate in advance if it cannot be met so that challenges can be

addressed.

 Recognize and celebrate successes, big and small

Examples: An employee may…
 Take a few minutes to say thank you to a colleague who helped them in some way – and explain

what the greater impact was.
 Recognize employees who have tried something new and acknowledge that, even if it didn’t
9 work, trying a new initiative is something to celebrate.

HOW #3: Commit to and

Behaviors associated with this HOW:

 Continuously improve together
 Align human-to-human
 Break silos

10

support each other

How might an AOI employee exhibit this behavior?
 Continuously improve together

Examples: An employee may…
 Be willing to help a colleague learn about something new if they express an interest.
 Recognize when someone is stepping out of their comfort zone to complete a task and offer to

provide guidance if needed.

 Align human-to-human

Examples: An employee may…
 Address a problem in person by directly asking a question rather than going through a manager

or not addressing it at all.
 Ask to meet with someone face-to-face, or over a video chat, rather than communicate only via

email.

 Break silos

Examples: An employee may…
 Take the time to learn about how their part of the process impacts the overall work product.
 Seek to involve colleagues from other functions in meetings that could benefit from a cross-

functional perspective.

11

HOW #4: Promote and

Behaviors associated with this HOW:

 Take pride in your work
 Embrace creativity and execute details
 Encourage feedback

12

protect quality outcomes

How might an AOI employee exhibit this behavior?
 Take pride in your work

Examples: An employee may…
 Pay special attention to the details of their work, producing a greater team output.
 See the greater impact of their work and how a project is bigger than just the work at hand.

 Embrace creativity and execute details

Examples: An employee may…
 Take a new idea and be willing to run with it – trying something new, while ensuring it is

executed to the best of their ability.
 Take an hour of time to step out of their day-to-day tasks and think strategically about what our

Company could do to address a particular problem.

 Encourage feedback

Examples: An employee may…
 Actively ask their manager how they can improve and, in return, receive constructive actions

that can be taken.
 Avoid becoming defensive when new ideas are presented and listen to them with an open mind.

13

HOW #5: Honor our past as we

Behaviors associated with this HOW:

 Standardize who we are and what we
stand for
 Challenge the status quo
 Balance being a family and a team

14

proudly pursue our future

How might an AOI employee exhibit this behavior?

 Standardize who we are and what we stand for

Examples: An employee may…
 Commit to trying and adopting a new process in line with global standards… even if it’s different

from what they’ve done in the past.
 Develop a presentation utilizing corporate messaging but adding a local touch and sharing with

their teams.

 Challenge the status quo

Examples: An employee may…
 See the way another origin is solving a problem or improving a process, and see if that solution

could be implemented locally.
 Try to utilize technology systems in place of a system typically done by a spreadsheet.

 Balance being a family and a team

Examples: An employee may…
 Help another employee facing an immediate challenge, and remember that everyone needs

support.
 Build trusted relationships with colleagues, while also holding them accountable and providing
15 feedback when necessary.

How to select award recipients

AOI’s employees are outstanding, and frequently display
positive behaviors. So how do you know when a behavior
warrants a Living the HOWs award? Ask yourself…

Which HOW does this behavior align to?

• Double-check that the behavior directly aligns to a specific HOW.

• Think about which HOW is recognized frequently in your facility. If possible, try
to ensure that you are awarding behaviors aligned to each of our 5 HOWs.

Who is the person displaying the behavior?

• If this employee has recently received a HOW award, try to recognize a new
individual.

• Consider the employee’s primary job function – if you work with factory, HR,
and finance employees, try to reward employees in each of these functions.



Recognizing Award Recipients

One of AOI’s greatest strengths is our diverse and unique people, and we recognize
that what works in one region may not always work in another. When you present
a Living the HOWs award, the reward is meant to be customized based on the
culture and preferences of employees in your region.

Each facility will be provided with 1 plaque for each HOW. Local management
should send the names of award recipients to [email protected] and
the Corporate office will then mail you name placards for the plaques. Plaques
should be prominently displayed in an area where all employees can see them.

In addition to the plaque, we encourage you to recognize award recipients in one
of the following ways:

• Certificate of achievement After an employee has been recognized for all
• Thank-you note 5 HOWs, you can provide them with one of
• Verbal recognition at a meeting the following non-tangible benefits:

Rewards that CANNOT be presented include: • 1 vacation day

• Cash bonuses • Preferred parking spot
• Gift cards
• Any other cash equivalents • Small donation to origin’s preferred
charity in the employee’s name

Choosing an appropriate reward

Consider the following when you determine how to recognize
your award recipients:

The values of the award recipient

• How do these rewards align with the recipient’s personality and
values?

Overall culture in your region

• What would incentivize your employees most?

• Are there any that would not be received as a true ‘reward’?

Office culture among your employees

• Would someone wearing a badge/pin around the office motivate
others to perform, or unintentionally alienate others?

Longevity and usability

• Which rewards could be easily used and/or displayed in the
employee’s work environment?

Considerations and parameters

In order to make the Living the HOWs recognition program as
impactful as possible, please adhere to the following guidelines:

• One Tomorrow Champions will nominate peers for the awards by making
recommendations to their managers. It will be up to origin management to
determine the five individuals for each month.

• Origins may recognize up to 5 individuals per How per month, to total no more than
60 per year.

• Employees can only be recognized for each HOW one time.

• Charity donations on behalf of employees can only be made directly to the
preferred charity of the region. If you have questions on preferred charities, please
reach out to [email protected].

• Templates for tangible rewards (certificates, thank-you notes) will be provided from
Corporate, and must be printed/produced at the origin level.

• Please utilize regional budgets for all expenses related to Living the HOWs awards.

• All award recipients must be added to the HOWs plaques in their origin or factory.
Origins are responsible for sending the names to [email protected] and
Corporate will produce and send the name cards for the plaques.





Delivering awards with purpose

Before presenting an award to an employee, consider the
following employee preferences:

• What name does the recipient prefer to be called?

• What increases the recipient’s positive emotion or feels the most
rewarding?

• From whom does the recipient most like to receive recognition and
praise?

• What type of recognition or praise does the recipient like best? (i.e.
public, private, written, verbal, or other kinds of recognition)

• What form of recognition motivates the recipient most?

Delivering awards with purpose

Before presenting an award to an employee, consider:

The setting you are presenting in

• Depending on the individual, the award may be more effective if
presented in front of a group – this means the employee will receive
wider recognition, and other employees will see how they can live our
HOWs.

• The timing of the presentation will vary by origin, but consider
presenting the award at a team meeting, or when it will make the most
impact to the employee.

How you phrase the presentation

• Let the employee know exactly what behavior they displayed, which
HOW it is associated with, and why you chose to present this award to
them.

• Congratulate them for their achievement, and encourage them to
continue displaying this behavior.

Delivering awards with purpose

Structure award delivery to align with AOI’s Why Story

Start with WHY.

1. Begin your presentation with a story about the employee and their work

at AOI, and describe how it relates to our WHY: transforming peoples’
lives so that together we can grow a better world.

2. Provide 1-2 examples of their specific behaviors, and which HOW the

behaviors are aligned to.

3. End your presentation by describing the positive impact the employee’s

behaviors have made on their team, origin or region.

To the extent possible, ensure that examples and impact are:
• Specific: Describe a particular instance where behavior has been
clearly exhibited
• Measurable: Utilize specific numbers and metrics to describe
behaviors

After presenting the award…

In order to make a lasting impact, several actions should be
taken after presenting an award to an employee.

Let Corporate know which employees have received this award, so
they may be recognized on local HOWs plaques.

• On a monthly basis, email [email protected] and list:

• Full name(s) and job title(s) of award recipient(s)
• Which HOW(s) the award(s) was (were) presented for
• Specific behaviors exhibited to earn the award(s)*
• Photo(s) of the award recipient(s) if possible*

• In turn, Corporate will mail nameplates of award recipients to be added to the 5
HOWs plaques in your facility.

• The individual will also have the opportunity to be recognized company-wide –
their photo and award may be highlighted on the AOI intranet page, Workplace by
Facebook or in future One Tomorrow communications.

Continually recognize the employee in your origin

• Share the news in regional newsletters/communications, as applicable.
• Highlight the rewards that employees receive to motivate other employees to

act in line with our HOWs.

*: These materials may be used in global communications. If the award recipient would not like to be recognized globally, please let us know when you send their information.


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