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The Definitive Guide to Building a Successful Employee Recognition Program

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    Employee Engagement and Retention

    The Definitive Guide to Building a Successful Employee Recognition Program

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    Ethan Israel
    April 10, 2022
    16 min read
    52efb7189c0e7c4c8c874150811254d2afbbe8ff 6240x41601 1 scaled

    Learn about employee recognition, why it is important, and the best methods for successful employee recognition in your organization.

    Employee recognition programs are one of the most vital parts of upkeeping a positive workplace culture. Over the past two years, companies have realized that employee recognition has become more important than ever (due to the COVID-19 pandemic and people working remotely).

    Isolation meant a lot of change for the majority of workers out there. More so, managers had to adapt to find ways to keep employees engaged and enticed by their work (while having to work from a dining table or desk in a bedroom). This sudden change caused a burst in employee turnover. Leaders are still working out the best ways to keep their teams’ content – and this is where employee recognition comes in.

    According to Gallup’s research, the core reason employees leave their jobs is a lack of recognition.

    So, in this guide, we’ll show you the ins and outs of what exactly employee recognition means, its benefits, and what methods you can use to create successful employee recognition in your business.

    Here are all the topics that we’ll cover:

    • What is employee recognition?
    • How can employees be recognized?
    • Who recognizes an employee’s contribution?
    • Why is employee recognition important?
    • How does employee recognition impact your bottom line?
    • How to build a successful employee recognition program.
    • Types of employee recognition, rewards and ideas
    • Employee recognition: In Summary.

    What is Employee Recognition?

    Definition: Employee recognition is where a company openly acknowledges an employee’s contributions and expresses appreciation for these contributions in different ways.

    How Can Employees be Recognized?

    This is the most misconceived part of employee recognition. Often managers think that recognition is drastically expensive and, therefore, tend to ignore it. But the truth is, recognition could be a manager walking up to an employee’s desk and high-fiving them for a job well done. It could also be a shout-out to the employee at the next department-wide meeting or Town Hall meeting. This doesn’t necessarily cost the company anything, but it does boost morale and confidence for that employee.

    From a financial perspective, if the manager is willing and able, they can also give an employee a bonus for winning a prospective client or meeting a specified goal.

    Who Recognizes an Employee’s Contribution?

    Everyone! Yes, you read that right.

    Anyone in your company can give recognition to others that deserve it. But recognition is most commonly given by specific people within the organization (depending on a particular scenario).

    Manager recognition

    In most cases, recognition comes from the top-down. This means a supervisor or leader recognizes and appreciates their employees’ efforts. This model has been around for many years and still works for a few reasons:

    1. Employees see their managers as role models. So, when appreciation comes from their role models, it gives employees a boost of confidence as they inch closer to their career goals.
    2. Managers are the link between the team on the ground and upper management. This means good efforts by an employee will probably be shared with leaders higher up.
    3. Managers could possibly show appreciation with a monetary value, like a bonus, raise, or promotion.

    But the reality is that managers don’t always have the time to build effective recognition programs and run them. This is where peer recognition comes into play.

    Peer recognition

    This is a somewhat different approach where leaders and co-workers are both empowered to recognize and appreciate an employee’s work. When recognition comes from a co-worker, it often holds much value – these are the people that work beside each other day by day. They work together, eat together, and discuss good and difficult days. So, when appreciation comes from colleagues – it means a lot.

    Bottom line?

    Having a blend of recognition from leaders as well as peers is a good practice to put in place.

    Employee Recognition: Why is it important?

    Let’s start with this question: ‘Why do humans want to feel appreciated?’

    Because when we feel genuinely appreciated by others, it lifts us. Looking at it from its most basic form – appreciation makes us feel safe. It makes us feel able to do our best work.

    This feeling of being energized to do more and consistently improve is vital in the workplace. So, let’s take this simple appreciation model and apply it to employees in the workplace.

    Here are five reasons why employee recognition is important:

    1. Purpose
    2. Attraction
    3. Culture
    4. Engagement
    5. Retention

    Our ‘PACER’ model above helps break down the most prevalent benefits of having an employee recognition program in your company. Let’s look at them in a bit more detail now:

    #1 Purpose

    Let’s say you had a hobby like woodworking and decided to sell your products. Once a few customers bought your pieces and gave you a good review, you would feel like your woodworking hobby had a purpose.

    It works much the same in a working environment. Once employees are recognized, they feel like they have a purpose in your company and that their job really matters. This transparency from managers helps workers understand how their job and daily tasks tie directly into the bigger organizational goals and picture. People want to be a part of something successful and enjoyable – so make sure they are.

    #2 Attraction

    In today’s working world, attracting top talent is quite a trying task. It gives your company a competitive advantage and helps you grow from strength to strength with a desired and driven team.

    Employee recognition can help you attract such talent. How, you ask? When prospective candidates research companies, their culture and processes – they want the cream of the crop. As much as you want the best talent out there – that same talent wants the best workplace too. If candidates know that your employee recognition ideas are solid – there’s a much higher chance that they’ll be intrigued to apply.

    #3 Culture

    Every company has its own culture and values. In order for employees to know – and more importantly – live the culture, they have to feel engaged. Recognition helps employees find a sense of opportunity, success, and leadership.

    Once this sense of positivity and drive is established with an employee, you’ll start to notice the upward trend amongst surrounding employees too. How others feel about work and their contribution to the bigger goal has a major impact on others around them.

    #4 Engagement

    Recognition also makes people feel more engaged with their daily tasks, co-workers, and customers. People often feel disengaged because their managers don’t recognize them. In fact, according to Forbes, disengaged employees cost companies up to $550 billion per year in the U.S.

    This significant number shows that people want to feel heard, recognized and appreciated by their leaders. If they feel this way, the chances are that they would give you a higher discretionary effort because they’re inspired to do more.

    #5 Retention

    Retention – the golden word in organizational strategies. There’s no sense in hiding it – high employee turnover is unpleasant and expensive for any company. You have to spend time and money on advertising, interviewing, hardware, software, workspaces, and more.

    Fortunately, appreciation and recognition are there to help you out. It’s a critical part of reducing your employee turnover numbers and keeping top talent enticed. We’ll discuss a few methods to help you boost your employee recognition program this year.

    How Does Employee Recognition Impact the Bottom Line?

    We’ve just talked a bit about turnover its cost to your business. Let’s take it a step further.

    Gallup did a study that shows the cost of replacing an employee can range from between one and a half to two times the worker’s annual salary. They also mention that this estimate is a conservative one. So, if your employee earns $100,000 per annum, the cost to replace them could be between $150,000 and $200,000 conservatively. What’s even more daunting is that if your employee is in a senior or executive role, the cost of replacing them can be even more than that.

    Costs are one thing. But once you start factoring in things like lower productivity, lack of experience, time to onboard, and intellectual loss, you can see that turnover can get expensive (in more than monetary ways) very quickly.

    Where does employee recognition come in?

    Many studies have shown that recognition directly impacts an employee’s tendency to stay or leave a company. The WorkTrends survey from IBM shows that 51% of employees intended to leave as they didn’t receive recognition in their jobs. This is double the number of employees that said they would stay, even without recognition (25%).

    What does it mean?

    Employees want to be acknowledged for the work they are doing and the effort they put into achieving their results.

    How to Build a Successful Employee Recognition Program: The Best Strategies

    Now that we’ve discussed what employee recognition is and how it affects the bottom line, it’s plain to see that recognition is crucial to your company’s success.

    So, you may be asking, ‘Where do I begin?’

    No stress, we’re about to dive into the best methods for building a successful employee recognition program for you and your team. We’ve broken down the build into four phases:

    1. Phase 1: Discover and develop
    2. Phase 2: Include and entice
    3. Phase 3: Practice and promote
    4. Phase 4: Manage and monitor

    Phase 1: Discover and develop

    Start your process by building up a case for recognition. You should spend a decent amount of time researching some success stories from other companies and see which strategies suit your business. Remember, this is not a one-size-fits-all type of program. Each company needs a varied solution based on their team and culture.

    Start to familiarize yourself with the purpose of employee recognition (section four of this guide) and how it can be implemented into your company on a daily basis in bite-sized chunks. Once you have the purpose and goals of employee recognition written down, it’s time to crunch the numbers! Yes, there’s math in this too. But it’s worth it!

    Calculate your reward spend

    Calculate how much you can afford to spend on employee rewards and how often you’ll be able to spend them. Remember that rewards don’t have to be expensive, but they should be valuable to the employees. Later on (section seven), we’ll discuss some employee appreciation gifts that are affordable and scalable.

    Calculate employee turnover

    Calculate how much an employee turnover would cost the company. You can use online calculators to complete this step if need be. When discussing it with upper management, these figures are influential as justification for a building recognition program. Employee turnover costs can be directly compared with the contributions you receive from your current employees. This benchmark is a great way to measure if your business is getting more contributions from existing employees or paying more for new staff in a given year.

    Plan with scalability

    Start to plan rewards that are easily scalable. For example, gift cards purchased online could be done easily for one person, or fifty people, if need be. But a trip to Cuba may not be as scalable as that gift card. Remember that you won’t always please everyone with your chosen rewards – we all have personal preferences. But as they say, it’s the thought that counts. So keep it simple but impactful.

     

    Phase 2: Include and entice

    Once you have a plan in place and receive buy-in from your management team, it’s time to implement your program! But this can’t be done by just you. So, here’s how you get the program started effectively:

    Create a committee

    Build out a committee that will help you handle the formation of the program. Have a mix of both managers and employees on the committee. This way, you’ll receive the most valuable information from both sides of the coin. Try to make the committee as diverse as possible in terms of age, race, gender, job title, and background. This way, you’ll have more well-rounded suggestions and discussion points from your team.

    Divide the responsibilities

    Now that you have your committee start looking at each of the member’s strengths and play to them. For example, one employee may have excellent people skills. You may want to ask that employee to be in charge of spreading the word about your new recognition program. People are more inclined to be excited about doing a task (over and above their daily tasks) when they are in their comfort zone.

    Define a duration

    As much as committees are fun to be a part of, remember that sometimes people don’t want to be stuck with a responsibility forever, with no end in sight. The best way to tackle this is to put a line in the sand for how long this committee will be implementing the program. Try to break the program into phases, where the committee is in charge of phase one, which has six months. After that, readjust and realign based on your employee’s feedback.

     

    Phase 3: Practice and promote

    Colleagues are starting to talk about this amazing new recognition program! It’s time to get excited! Here are a few things to keep in mind during the launch and promotional phase:

    Advertise your program

    Ask your committee to create a few materials that will be shared company-wide about the recognition program. Try to think out of the box when it comes to promotions and advertising. For example, instead of sending only an email, rather share it over a social meeting or place an invitation card on each desk.

    Communicate it effectively

    Communicate the program to the entire organization and explain how it will work. This way, everyone gets one unified message about how rewards will work and what to expect. Include some key points in your next company newsletter, and promote the program on your intranet. Hold meetings about the program and host a Q&A session to answer any staff queries.

    Start rewarding

    People get excited about new programs and sometimes expect rewards quickly. It may be a good idea to let employees know, from the get-go, that not everyone will be rewarded at the same time. Have a plan in place for what criteria you’re looking at when rewarding and how this criterion will change as time goes by.

    Phase 4: Manage and monitor

    Don’t forget this step. It seems tedious – but it’s the most crucial phase. Once you’ve launched, you must speak to colleagues to find out what’s working and what isn’t. Here’s how:

    Monitor reactions

    When you go through the process of rewarding someone, analyze their reaction to the reward. Pay attention to how they feel about the reward. Find out if they feel their contribution was recognized in a timely manner or if it was a little delayed. This will help you understand if you’re on the right track with the rewards for their contributions.

    Ask for feedback

    Send out a feedback survey to understand what you’re doing right and what could change. Then take the results from employees and divide them into three parts:

    1. What was successful?
    2. What needs improvement?
    3. What needs a drastic change?

    Once you answer these questions, you will have a structure for the next phase of your recognition program.

    Adjust and re-launch

    Look at the program in terms of employee experience, employee feedback, logistics, and costs. Adjust any elements that aren’t working as well as you thought. For example, you may need to reduce the size of your recognition program due to insufficient funding available for the next quarter. You may also need to implement an effective employee engagement software that collates all data into one place and generates reports for you.

    Types of Employee Recognition, Rewards and Ideas

    A lot of leaders see this as one of the most complicated parts of a recognition program. But don’t worry – it really isn’t.

    You need to start by looking at what your organization needs for your team and your company goals. Everyone is different – so no plan should really be the same. All you have to do to get this right is to look at a few employee recognition ideas and best practices and choose which ones you think would be right for you.

    There are two types of recognition: structured and unstructured.

    Structured recognition:

    Employee of the month idea

    This is the most common recognition type and is often used within sales teams. Each month, leaders or peers select one employee as the top worker. They get to keep this title for the month, and every month, someone is selected. This creates healthy competition and motivation among colleagues.

    National employee appreciation day

    Every year, the first Friday in March is known as National Employee Appreciation Day (in the U.S. and Canada). This is a good opportunity for managers to recognize multiple employees and show their appreciation for their team. Share a gift card, or buy the team lunch on this Friday.

    Performance reviews

    Quarterly or yearly reviews are generally associated with a salary increase based on performance. Employee evaluation techniques help workers understand that their managers care about their performance and are happy to guide them through any hurdles they may have run into. It’s an opportunity for leaders to offer help and show appreciation to their team members in a one-on-one environment.

    Years of service awards

    Formal work anniversaries are generally recognized and rewarded by means of the manager sharing a certificate or gifts like money or jewelry (depending on how many years of service it is for). If you do use this as a type of recognition, make sure your years of service brackets aren’t too long. Five years is a long time to wait for an award.

    The bottom line? Structured recognition is where managers take action every few months.

    Unstructured recognition:

    Peer recognition

    This recognition is favored for its flexibility and frequency. Co-workers are able to show their appreciation at any time, using internal communication tools online. This type of recognition is quick, instant, and builds rapport amongst peers.

    Recognition on life events

    Small monetary values, gift cards, or lunch dates are shared during various life events. This could be anything from birthdays to a child’s birth or a housewarming gift. Employees love when companies recognize their professional and personal achievements, no matter what the celebration.

    The bottom line? Unstructured recognition is something that everyone in your company takes part in regularly.

    In Summary: What Successful Employee Recognition Means for You

    In the past, recognizing and rewarding employees was scarce. Now, employee appreciation ideas are on the rise, and you must jump on the bandwagon before losing your top talent.

    Modern employee development software solutions like Juno Journey are here to help you recognize staff frequently, cost-effectively, and fuss-free.

    So, continue to say thank you, give that high five, and take them out to lunch. But if you want to give them something more valuable in the long-run, take a look at our Learning Experience offering and get in touch if you want to hear more.

    We hope that this guide will help you take your first steps to an innovative and effective employee recognition program.

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    We use third parties (e.g., ad networks and ad servers such as Google Analytics, DoubleClick and others) to help deliver these tailored advertising on other websites and in mobile applications. These third parties may place cookies or other tracking technologies on Your computer, mobile phone, or other device to collect information about Your use of the Services as discussed above and may access these cookies or other tracking technologies on Your computer, mobile phone, or other device You use to access the Services to serve these tailored advertisements. We also may share with third-party advertisers a hashed version of Your email address that is anonymized and cannot be used to identify you, solely in non-human readable form and content that You share publicly when using the services (e.g, user- generated content) for purposes of delivering tailored advertising. We neither have access to, nor does this Policy govern, the use of cookies or other tracking technologies that may be placed on Your computer, mobile phone, or other device You use to access the Services by non-affiliated, third-party ad technology, ad servers, ad networks or any other non-affiliated third parties. Those parties that use these technologies may offer You a way to opt out of ad targeting as described below. You may receive tailored advertising on Your computer through a web browser.

    When using a mobile application, you may also receive tailored in-application advertisements. Each operating system, iOS for Apple phones, Android for Android devices and Windows for Microsoft devices provides its own instructions on how to prevent the delivery of tailored in-application advertisements. You may review the support materials and/or the privacy settings for the respective operating systems in order to opt-out of tailored in-application advertisements. For any other devices and/or operating systems, please visit the privacy settings for the applicable device or contact the applicable platform operator. Please note that to the extent advertising technology is integrated into the Services, You may still receive advertisements on other websites and mobile applications even if You opt-out. In that case, the advertising will not be tailored to Your interests. Also, we do not control any of the above opt-out links or whether any particular company chooses to participate in these opt-out programs. We are not responsible for any choices You make using these mechanisms or the continued availability or accuracy of these mechanisms.

    To the extent applicable, by opting-in to receive text messages from us or by sending us an initial text message, you agree to receive text messages (a.k.a. SMS messages) from Juno, some of which may be considered marketing and may be delivered by us using autodialer systems/technologies. You also represent that you are the owner or authorized user of the mobile device that you used to subscribe for our mobile communications and that you are authorized to approve the applicable charges, as applicable. You (and not Juno) will be responsible for all messaging and data charges that may apply. You can opt-out of receiving text messages from us at any time by texting “STOP” from the mobile device receiving the messages. For additional help, you may contact us by sending an email to [email protected]

    6. Our Policy Concerning Children
    We recognize the privacy interests of children and We encourage parents and guardians to take an active role in their children’s online activities and interests. Children under the age of 16 should not use or attempt to use Our Services. If We learn that We have collected personal information (as defined by applicable law) from a child under 16 years of age, We will promptly take reasonable steps delete such information. Parents who believe that Juno might have collected personal information from a child under the age of 16 may submit a request to [email protected] and request that the information be removed.

    7. How We Use the Information We Collect
    Juno may use the information We collect through Your use of the Services to:

    Provide, administer, and facilitate Your use of the Services, including to display customized content;
    Process or fulfill Your request(s) and/or order(s) for Juno-featured courses, products, services, information or features;
    Communicate with You concerning Your Account by: (i) responding to Your questions or concerns; (ii) Sending You Service and administrative messages and information, including comments from Instructors or teaching assistants, those about changes to the Service, and updates to our Terms of Use, and Privacy Policy; (iii) Emailing You information or providing in app messages about rewards programs, new services, new features, promotions, newsletters, and other available Courses, which You can opt out of at any time; and (iv) Sending push notifications to Your Wireless device to provide updates and other relevant messages. You can manage push notifications from the “options” or “settings” page for the mobile application.
    Understand and improve the Services and develop new products, services or features;
    Enable User-to- User communication and interaction;
    Manage Your Account preferences, establish Your Profile and Registration Information;
    Facilitate the technical functioning of the Services, including without limitation to troubleshoot and resolve issues, secure the Services; and prevent fraud and abuse
    Respond to customer support questions and issues and resolve disputes;
    Create, review, analyze and share Technical Information;
    Analyze trends and User traffic, track purchases and usage information;
    Advertise our Services on third party websites or mobile applications
    Market, process or fulfill Promotions administered or sponsored by Juno;
    Solicit feedback from Users; As required or permitted by law; As We, in Our sole discretion, otherwise determine to be necessary or required to ensure the safety and/or integrity of Our Users, employees, third parties, members of the public, and/or our Services;
    Identify unique users across devices; or
    Tailor advertisements across devices.
    8. When and How We May Share/Disclose Your Information with Third Parties
    We will share Your information which may include Registration Information, Profile Information, and Shared Content and Course Information) with the following third parties or under the following circumstances or as otherwise described in this Privacy Policy:

    Third Party Business Partners, Service Providers, Contractors or Agents: We may share Your information with third party companies that perform services on Our behalf. These third party service providers may access Your personal information, and are required to use it solely as directed by Us for the purpose of Our requested service.
    Business Transfers, Sales, Mergers, or Divestitures: In the event that Juno undergoes a business transition, such as a merger, acquisition, corporate divestiture or dissolution (including bankruptcy), or a sale of all or a portion of its assets, We may share, disclose or transfer all of Your information to the successor organization in such transition or during steps in contemplation of such activities (e.g., due diligence).
    With Your Permission: We may share information with Your consent to third parties not within scope of this Privacy Policy.
    Aggregate or De-identified Information: We may disclose or use aggregate or de-identified information for any purpose.
    Promotions: We may share Your information in connection with any Promotion You enter on or through the Services, as necessary to administer, market, sponsor, or fulfill the Promotion or as required by applicable laws, rules or regulations (for example, to provide winners’ lists or make required filings as appropriate) or in accordance with the applicable rules of the Promotion. We may share Your information with a third party assisting us in administering the Promotion.
    Social Media Features: Our Services may include social media features, such as the Facebook Like button. Our integration of these features may allow third party social media provided to collect certain information such as Your IP address, which page You are visiting when using Our Services, and to set a cookie to enable the feature to function properly. Social media features are either hosted by a third party or hosted directly through the use of Our Services. Your interactions with these features are governed by the privacy policy of the company providing it.
    Safety, Security, Cooperation with Law Enforcement, & Compliance with Legal Obligations: We may disclose Your information to third parties, if We, in our sole discretion, have a good faith belief that disclosure is: (i) permitted or required by law; (ii) requested in connection with or relevant to a judicial, governmental or legal inquiry, investigation, order, or proceeding; (iii) required or reasonably necessary pursuant to a valid subpoena, warrant or other legally valid inquiry or request; (iv) reasonably necessary to enforce Our Terms of Use, this Privacy Policy, or any other legal agreements; (v) required to detect, prevent, or otherwise address fraud, abuse, misuse, potential violations of law (or rule/regulation), and/or security or technical issues; or (vi) required or reasonably necessary in Our discretion to protect against imminent harm to the rights, property or safety of Juno, Our Users, employees, members of the public and/or our Services. We may also disclose information about You to Our auditors or legal advisors in conjunction with accessing Our disclosure obligations and/or rights under this Policy.
    9. How Do We Keep Your Information Secure?
    Juno takes appropriate security measures to protect against unauthorized access to, or unauthorized alteration, disclosure or destruction of, data that You share and We collect and store. These measures vary based on the sensitivity of the data we collect and store. Unfortunately, however, no system can be 100% secured, and We cannot guarantee that communications between You and Juno, the Services, or any information provided to Us in connection with the information We collect through the Services will be free from unauthorized access by third parties. Unauthorized entry or use, hardware or software failure, and other factors may compromise the security of User information at any time. Your password is an important component of Our security system. As such, it is Your responsibility to protect it. Do not share Your password with any third parties. If Your password has been compromised for any reason, You should change it immediately and contact [email protected] with any concerns.

    10. California Online Privacy Protection Act Notice
    We are committed to providing You with meaningful choices about the information collected on our Services for third-party purposes, and that is why we provide information and choices discussed throughout this Privacy Policy. However, we do not recognize or respond to browser-initiated Do Not Track signals, as the Internet industry is currently still working on Do Not Track standards, implementations and solutions.

    11. How to Access & Update Your Information
    You may access and update Your information that Juno collects and maintains in the following ways:

    You may update the information You provide directly to Juno by logging into Your Account and updating Your Account information at any time. You may also submit any requests for access to Your personal data to [email protected] Please allow up to thirty (30) days for a response.
    To manage the information Juno receives about You from a Third Party Platform or Wireless Device, please follow the instructions provided by the Third Party Platform or Wireless Device provider for updating Your information and changing Your privacy settings. Once Juno receives Your information from a Third Party Platform or Wireless Device, that information is stored and used by Juno in accordance with this Privacy Policy.
    12. How to Delete Your Account and What Happens When Your Account is Terminated or Deleted
    Should You require any assistance or encounter any difficulty in deleting or de-activating Your Account You may contact Us via email at [email protected] , and We will make commercially reasonable efforts to respond to Your request within 48 hours.

    Account Terminated or Deleted: Please be aware that even after Your Account is terminated or deleted some or all of Your information may still remain visible to others, including but not limited to any information that has been: (a) incorporated into others User’s content, comments, postings, submissions, including but not limited to Course comments ; (b) copied, stored or disseminated by other Users; (c) shared or disseminated by You or others such as in a Public Posting; or (d) posted on a Third Party Platform. Termination of Your Account will not result in the removal of information collected and already put in aggregate form or information that cannot, in Our sole discretion, be removed without undue burden to Juno. Juno is not able and/or obligated to remove any of Your information from a Third Party Platform. Even after You delete Your Account or Your Account is terminated, we may retain Your information as long as we have a legitimate purpose to do so and in accordance with applicable law. In addition, Your information may not be deleted from servers of the Third Party Platform You use to access Our Services. We may retain backup copies of Your information on Our servers or databases (and/or any authorized third-party servers or databases We use) for legitimate purposes such as assist with any legal obligations, resolve disputes, and enforce Our agreements. Such information may be disclosed pursuant to this Privacy Policy regardless of whether Your Account is deleted or terminated.
    13. Links to Third Party Sites
    This Site contains links to other sites that are not owned or controlled by Juno. Please be aware that we are not responsible for the privacy practices of such other sites. We encourage you to be aware when you leave our site to read the privacy statements of each and every website that collects your personally identifiable information. This Privacy Policy solely applies to information collected via this Site.

    14. Modifications to this Privacy Policy
    From time to time, We may update this Privacy Policy. If We make any material change to this Privacy Policy, We will notify You via email or through notification posted on our website, and as required by applicable law. Modifications will become effective on the day they are posted unless stated otherwise. As permitted by applicable law, if You continue to use the Services, after the effective date of any change, then such access and/or use will be deemed an acceptance of and an agreement to follow and be bound by the Privacy Policy as changed. The revised Privacy Policy supersedes all previous Privacy Policies. For this reason, We encourage You to review this Privacy Policy any time You use the Services. Upon Our request, You agree to accept or sign a non-electronic version of this Privacy Policy and any other policies or agreements set forth or available through any Third Party Platform.

    15. International Operations: A Note to Users Outside Of the U.S. and the EU
    Juno stores information about visitors to Our Services and Users on servers located in various jurisdictions. By using our Services, you consent to storage of Your information inside the United States and elsewhere that Juno has hosting arrangements. If You are using the Services from outside the United States and the European Union, please know the data and personal information You submit will be transferred to and stored in servers in the United States or other countries. The data protection and other laws of the United States and/or other countries might not be as comprehensive as those in Your country. By submitting Your data and/or using Our Services, You consent to the transfer, storing, and processing of Your data in and to the United States.

    Personal data collected within Switzerland and the European Economic Area (“EEA”) may be transferred to, and stored at, a destination outside of Switzerland and the EEA. The data We hold may also be processed by employees operating outside of Switzerland and the EEA who work for Us or one of our affiliates or for one of Our vendors. Such staff may be engaged in, among other things, (i) the processing of transactions and Your payment details and (ii) the provision of support services. By submitting Your personal data or engaging in Juno Courses, You agree to this transfer, storing or processing.

    16. Your Rights
    If for any reason you wish to exercise any rights to which you are entitled, you may do so by contacting us at [email protected]. When handling your requests, we may ask for additional information to confirm your identity and your request.



    The rights which you may be able to exercise may include, but are not limited to, the following:



    Right of Access. You may have the right to know the personal information we’ve collected from/about you. We reserve the right to ask for reasonable evidence to verify your identity before we provide you with any information.
    Right to Correct Personal Information. We endeavor to keep the information that we hold about you accurate and up to date. Therefore, you may have the right to update and correct any errors in your personal information.
    Right to Delete. In some circumstances, you may have the right to request that we delete the personal information about you in our records.
    Data Portability. In some circumstances and under certain laws and regulations, you may have the right to request that Personal Data that you have provided to us be provided to you, so you can transfer it elsewhere.


    In some cases, your ability to access or control your personal information will be limited, as required or permitted by applicable law. If that should happen, the Juno will notify you accordingly. Your ability to access or control your personal information under this Privacy Policy depends on the nature of the services you use. For example, if you ask us to delete your personal information, we may not be permitted to do so by the entity through which you receive the services and to whom we may have contractual obligations that limit our ability to provide you with the rights enumerated under this section.

    17. Your California Privacy Rights
    California residents have the right to receive, once a year from Us: a) information identifying any third-party company(ies) to whom Juno may have disclosed (within the previous calendar year) Your personal information for that company’s direct marketing purposes; and b) a description of the categories of personal information disclosed. If You are a California resident and wish to obtain such information, submit a request to Us at [email protected] ; when you request the information, use the phrase “California Shine the Light Request” to help us appropriately identify your question, and include your mailing address, state of residence and email address so we can provide a response.

    18. Questions
    You may contact us by submitting a request to [email protected] and we will do our best to provide a prompt response to your question. In addition, Juno’s Privacy and Data Protection Officer is responsible for overseeing compliance with this Privacy Policy. You can reach this officer by calling him at +972-525515345. Please put “Privacy Policy” in the subject line so Your message can be directed to the correct person(s).

    Juno Cookies Policy
    What are cookies?

    Cookies are small text files placed onto your computer or device as you browse the Internet. Cookies can be used to collect, store and share bits of information about your activities across websites and services, including on Juno. They also allow us to remember things about your visit to Juno, such as your preferred language and other choices/settings and generally make the site easier for you to use.

    Juno uses both session cookies and persistent cookies. A session cookie is used to identify a particular visit to Juno. These cookies expire after a short time, or when you close your web browser after using Juno. We use these cookies to identify you during a single browsing session, such as when you log into Juno. A persistent cookie will remain on your devices for a set period of time specified in the cookie. We use these cookies where we need to identify you over a longer period of time. For example, we would use a persistent cookie if you asked that we keep you signed in.

    Why does Juno use cookies and similar technologies?
    Juno uses cookies and similar technologies, such as web beacons, browser cookies, pixel tags, or local shared objects (“flash cookies”), to deliver, measure, and improve our services in various ways. We use cookies both when you access our site and services on a browser, as well as through our native mobile app. As we adopt additional technologies, we may also gather additional information through other methods.

    We use cookies for the following purposes:

    Authentication and security: To log you into Juno; to protect your security; and to help us detect and fight spam, abuse, and other activities that violate Juno’s agreements and terms. These technologies help authenticate your access to Juno and prevent unauthorized parties from accessing your accounts.
    Preferences: To remember information about your browser and your preferences; and to remember your settings and other choices you have made. Cookies help us remember your preferred language or the country that you are in. We can then provide you with content in your preferred language without having to ask you each time you visit Juno.
    Analytics and research: To help us improve and understand how people use Juno. Cookies help us test different versions of Juno to see which particular features or content users prefer. We may include web beacons in e-mail messages or newsletters to determine whether the message has been opened and for other analytics. We might also optimize and improve your experience on Juno by using cookies to see how you interact with Juno, such as when and how often you use them and what links you click on.
    To help us better understand how people use Juno, we work with a number of analytics partners, including Google Analytics and Mixpanel. These providers use cookies and similar technologies to help us analyze how users use the Services, including by noting the third-party Services from which you arrive. The information collected will be disclosed to or collected directly by these service providers, who use the information to evaluate your use of Juno. To prevent Google Analytics from using your information for analytics, you may install the Google Analytics Opt-Out plugin by clicking here, and you may also use Mixpanel’s opt out by clicking here. We don’t release the information collected from our own cookies to any third parties, other than to our service providers who assist us in the following activities.

    Personalized content: To customize Juno with more relevant content.
    Advertising: To provide you with more relevant advertising.
    As explained further in our Privacy Policy, third-parties whose products or services are accessible or advertised via Juno may use cookies to collect information about your activities on the Services, other sites, and/or the ads you have clicked on. This information may be used by them to serve ads that they believe are most likely to be of interest to you and measure the effectiveness of their ads. Targeting and advertising cookies we use may include Google Analytics, AdRoll, AppNexus, and other advertising networks and services we use from time to time. For more information about targeting and advertising cookies and how you can opt out, you can visit youronlinechoices.eu or allaboutcookies.org/manage-cookies/index.html . Please note that to the extent advertising technology is integrated into Juno, you may still receive advertising content even if you opt- out of tailored advertising. In that case, the advertising content will just not be tailored to your interests. Also, we do not control any of the above opt-out links and are not responsible for any choices you make using these mechanisms or the continued availability or accuracy of these mechanisms.

    When accessing Juno from a mobile application, you may also receive tailored in-application advertisements. Each operating system, such as iOS and Android, provides its own instructions on how to prevent the delivery of tailored in-application advertisements. You may review the support materials and/or the privacy settings for the respective operating systems in order to opt-out of tailored in- application advertisements. For any other devices and/or operating systems, please visit the privacy settings for the applicable device or operating system or contact the applicable platform operator.

    What are my privacy options?
    You have a number of options to control or limit how we and our partners use cookies.

    This cookie policy is available at our site. By continuing to use or access Juno, you are consenting to our use of cookies and related technologies as described in this Cookies Policy.
    Most browsers automatically accept cookies, but you can modify your browser setting to decline cookies by visiting the Help portion of your browser’s toolbar. If you choose to decline cookies, please note that you may not be able to sign in, customize, or use some of the interactive features of Juno.
    Flash cookies operate differently than browser cookies, and cookie management tools available in a web browser will not remove flash cookies. To learn more about how to manage flash cookies, you can visit the Adobe website and make changes at the Global Privacy Settings Panel.
    For general information about cookies and how to disable them, please visit www.allaboutcookies.org.
    Changes to this Policy
    If We make any material change to this Policy. We will notify You via email or through notification posted on our website, and as required by applicable law. Modifications will become effective on the day they are posted unless stated otherwise.

    Questions
    If you have any questions about our use of cookies, please email us at [email protected]