With approximately 1500 employees, PPS (South Africa) is a medium-sized player in the market, distinct for its exclusive focus on graduate professionals with four-year degrees or more. The organisation follows a traditional performance management model. At the beginning of each year, employees set their goals, which are monitored throughout the year with regular performance feedback. This feedback is documented twice a year for formal assessment. PPS places great emphasis on employee development, collaborating with their learning team and academy to enhance proficiency. The end-of-year performance score directly influences bonuses and salary increases, categorising employees as average performers, above-average performers, or excellent performers.

PPS aspires to achieve talent density by hiring fewer, top-quality professionals who can outperform multiple average employees. This approach aligns with its commitment to protecting the dreams of its members. To attract and retain exceptional talent, PPS is willing to offer competitive compensation packages, emphasising the value of quality over quantity.

In addition to financial incentives, PPS places significant emphasis on employee well-being. Initiatives and support systems are in place to ensure the physical and mental health of its workforce. PPS also offers traditional benefits, continuously evaluates market trends, and invests in personal and professional development opportunities.

Recognition plays a pivotal role in PPS’s organisational culture. The objectives of its recognition programme are multi-faceted:

• Acknowledge employees’ actions, efforts, and behaviours.
• Celebrate high performers.
• Increase employee retention and engagement.
• Support the organisation’s mission, vision, and strategy.

Introduced in 2020, the Dream Protector Awards is an annual event at the group level. It celebrates the top 5% of PPS’s total headcount, approximately 75 individuals. This gala event includes entertainment, formalities, dinner, and spouses/partners are invited. Nominees can come from any level within the organisation, and nominations are reviewed by the Group Recognition Committee. The top three winners are chosen in each of the seven categories:

• Extreme Ownership: Recognising employees who take ownership and accountability.
• Eternally Curious: Celebrating innovation and curiosity in problem-solving.
• Doing the Right Thing: Emphasising ethical conduct and integrity.
• Top Sales Champion: Rewarding outstanding sales performance.
• Top Sales Support Champion: Acknowledging the contribution of those supporting the sales teams.
• Performance Champion: Celebrating overall outstanding performance.
• Member Experience Champion: Recognising excellence in customer service and support.

In addition to the annual awards, PPS encourages on-the-spot recognition, emails, and vouchers. It also offers quarterly or monthly vouchers to acknowledge outstanding performance. Top-performing salespeople are rewarded with an annual overseas trip, further motivating, and recognising its dedication and hard work.

PPS is committed to its growth strategy, exploring new markets and audiences. It is considering the introduction of team awards, a complex endeavour that requires defining criteria and meaningful rewards. The insurer remains dedicated to appreciating and recognising the true stars within the organisation, upholding its commitment to quality and excellence.

FMG (New Zealand) has a team of approximately 920 employees operating solely in rural areas. Annual performance management is a cornerstone of FMG’s approach to recognising its employees. Like many organisations, it conducts formal coaching and development sessions twice a year, with one in October, marking the mid-year point in its financial calendar. This meeting focuses on employee development, both within their roles and as individuals seeking growth and challenges. In April and March, as a new financial year begins, it transitions into a more formal evaluation of the previous year’s performance, setting targets and offering bonuses to incentivised staff. A discretionary bonus system is also in place to support individuals.

The Annual Awards ceremony is the highlight of FMG’s recognition process. It serves to celebrate the organisation’s vibrant and winning culture and acknowledges the contributions made by employees in alignment with FMG’s strategy. This year, FMG live streamed the award event, making it accessible to all employees and reinforcing the idea that everyone plays a part in the organisation’s success. It also revamped the award categories to ensure inclusivity and future adaptability.

These categories are:

• Professional Development
• Making FMG a great and safe place to work
• Excellence in role
• FMG Team of the year
• Excellence in leadership: New and emerging leader
• Excellence in leadership: CEO organisational leadership

The most prestigious accolade at FMG’s Annual Awards is the Wayne Thomas Memorial Trophy. Named in honour of a dedicated FMG team member, Wayne Thomas, who served for over 35 years, this award recognises individuals who epitomise the organisation’s values and culture. Winners must demonstrate outstanding contributions to the organisation and a commitment to supporting others’ success.

FMG’s award nomination process underwent significant changes this year, enhancing transparency and engagement. Instead of starting nominations right after the Christmas break, nominations are now accepted in April and May, aligning with performance discussions. An automated system streamlines the nomination process, and nominations are reviewed by business units, allowing teams to have a say in the recognition process. From a staggering 450 nominations, FMG narrowed it down to 138, ultimately selecting finalists through leadership team consensus.

Once the finalists are decided, FMG’s senior and executive leadership teams engage in a rigorous judging process to determine the winners. The result is a well-rounded approach to recognising employee excellence, ensuring that those who contribute to FMG’s success in various roles and capacities are celebrated.

As FMG continues to evolve its recognition process and adapt to changing needs, its commitment to celebrating excellence and acknowledging its employees’ valuable contributions remains unwavering. The Annual Awards ceremony serves as both a momentous occasion and a testament to FMG’s vibrant and inclusive culture.