Does Honeywell still have the Bravo system? As a band 4 I was able to give out 2 ($200) bravo awards/year without any approval. If the award is given to a group of individuals than that only counts as one award and each person gets the $200.
It doesn't take that much time and really makes a persons day.
Bewary the Bravo is leader dependent. I was reprimanded for giving out a small Bravo without prior managment approval. Aask first unless you know your department culture.
There was a time when Bravos for Band 4's were highly restricted to the point of non-existence. Now, it's perfectly fine to submit Bravos for Band 4's, but some managers are nervous about it due to prior restrictions.
I gave a boatload of small Bravos to Band 3's and 4's last year. $100 requires one manager signoff. $250 requires 2 managers. Gets a little harder after that, but still not terrible.
Try it.
Bravo is bs. Best I get for working my ar$e off is $100 and it has to be a Amazon gift credit. I find it insulting, and they (Honeywell) will not accept it back when I said I do not want it.
In December I'd send e-mails to my friendly coworkers and remind them to expend their available bravos. No longer at HON but I suggest anyone reading this does the same. Beyond that put people in for awards when you can & write up a good justification. Honeywell culture (where I worked across multiple SBG's) absolutely s---ed when it came to recognizing effort + results beyond the norm.
I'll echo prior posts. While I can't contrast vs other companies I think it is ridiculous that non-sales positions can work their a$$es off to save the company hundreds of thousands of measurable savings or save a multi-million dollar contract and the best they can hope for is a Chairman's Award which means shaking hands with the CEO (if it is on a QTR end) and a $250 bonus (yep only $250).
Personally I led a group on a particular project and the result of our combined efforts was significant margin expansion year-over-year on a $600M+ portfolio and we got no recognition monetary or otherwise (unless you consider the individual annual review process & meager merit increases). A separate project I did myself resulted in measurable savings of a min $200k annual and I did get a $200 bravo. The thing is other than doing this stuff for the personal satisfaction of the accomplishment (which is why I did it) the effort isn't worth it when you can be like the other 80-90% of employees and just show up. The chances of making it to Band 5 where you get 40% bonus on top of a nice base along with stock options is FAR lower than it was in the past to the point that working towards achieving it seems silly (might as well buy powerball tickets).
As a PM I did over $30k per year a couple of years in a row - mostly $50 to $100 per award. Nice for employees to be able to show their spouses that their extra efforts working late, or making something happen over the weekend are appreciated and at least nominally recognized.
Those days are long gone unfortunately.
that was changed a couple of years ago. Now multiple layers of approval (increasing chance to get it shot down) and you need to justify it related to savings, efficiencies etc again increasing some a---w1pe leader will sh1t on it.