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An Attitude of Gratitude: An Attitude of Gratitude: Creating an Institutional Culture of AppreciationCreating an Institutional Culture of Appreciation
Presented by Jacqueline C. Almquist, Ex. Dir. of the SFCC Foundation Michael Ash, Ed.D., V.P. of Institutional Advancement and Resource Development
AQIP Colloquium 2010
AppreciationAppreciation"Don't forget, a person's greatest emotional need is to feel appreciated." — H. Jackson Brown Jr. from Life's Little Instruction Book: 511 Suggestions, Observations, and Reminders on How to Live a Happy and Rewarding Life
AQIP Colloquium 2010
Make Their Day!*Make Their Day!*Employee Recognition That WorksEmployee Recognition That Works
By Cindy VentriceBy Cindy Ventrice
•Take it off the to-do list
•Create a culture of appreciation
•Tie recognition to performance and outcomes
•Praise, opportunity, respect & thanks
•Catch people doing things right
*Adapted from Ventrice, C. (2003). Make their day: Employee recognition that works. Berrett-Koehler: San Francisco.
AQIP Colloquium 2010
SFCC CultureSFCC Culture
AQIP Colloquium 2010
SFCC is an accessible,
learning-centered
institution, enriching its
students and community by
providing skills, knowledge
and perspectives essential
for a changing world.
Employee Recognition at SFCCEmployee Recognition at SFCC
• Recognition Gap
• Current System
• Employee Needs
• Improvement Process
• Next Steps
AQIP Colloquium 2010
Recognition Defined As…Recognition Defined As… “Recognition practices refer to
nonmonetary rewards through which an organization tangibly signals its appreciation of quality work and achievements. They also include efforts made by the organization to carefully consider employee suggestions and provide employees with positive feedback” (Paré & Tremblay, 2007, p. 330).
Recognition Gap at SFCCRecognition Gap at SFCCAdditional QuestionsAdditional Questions
• Employees’ suggestions are taken into consideration• In my work unit, employees’ suggestions are followed up
on regularly.• When an employee does good quality work, his or her
colleagues regularly show him or her their appreciation.• In my work unit, supervisors tangibly recognize employees’
efforts in different ways (e.g. awards, certificates, etc.).• In my work unit, employees receive written recognition
from their supervisors (e.g. memos, performance review, thank-you cards, or e-mails).
• In my work unit, supervisors regularly congratulate employees in recognition of their efforts.
AQIP Colloquium 2010
Systems Portfolio – Current Programs
Employee recognitionEmployee recognition AQIP categoriesAQIP categoriesFull-time faculty of the year Helping Students Learn
Valuing PeopleAdjunct faculty of the year Helping Students Learn
Valuing PeopleService awards Helping Students Learn and Accomplishing
Other Distinctive ObjectivesValuing People
Sizzle Award (peer to peer award recognizing outstanding quality service)
Accomplishing Other Distinctive ObjectivesValuing People
President’s Mission Award (exemplary service in support of the college’s mission)
Helping Students LearnValuing People
STAR awards (recognizes participation on improvement teams)
Helping Students Learn and Accomplishing Other ObjectivesValuing People
SFCC Foundation employee campaign Accomplishing Other Distinctive ObjectivesValuing People
Figure 4P7.1 Employee recognition and reward system alignment with Categories 1, 2 and 4
Basic Employee Needs*Basic Employee Needs*1. I know what is expected of me at work.2. I have the resources I need to do my work properly3. At work, I have the opportunity to do what I am best at daily.4. In the last 7 days, I have received recognition or praise for doing good work.5. My supervisor, or someone at work seems to care about me as a person. 6. There is someone at work who encourages my development.7. At work my opinions seem to count.8. The mission/purpose of my organization makes me feel my job is important.9. My coworkers are committed to do quality work.10. I have a best friend at work.11. In the last 6 months, someone at work has talked to me about my progress.12. This last year, I have had opportunities to learn and grow.
* Adapted from survey information from the Gallup Organization as presented (and adapted) by M. Buckingham & C. Coffman, First Break all the Rules, New York: Simon
& Schuster, 1999, p. 28 and subsequently by M, Kets de Vries. AQIP Colloquium 2010
Leadership Needs Leadership Needs Analysis*Analysis*Self-ReportSelf-Report
•The self report contains a list of 27 statements under 2 categories
•Rate both the “Importance of the Skill to the Job” and “Present Level of Ability”
•On my job I have to…
*Adapted from Development Dimensions International Inc.
Valuing People AQIP Valuing People AQIP TeamTeamNeeds and Process AnalysisNeeds and Process Analysis• SFCC’s gap is typical of community colleges nationwideSFCC’s gap is typical of community colleges nationwide
• A larger, formal program based on best practices is A larger, formal program based on best practices is
desireddesired
• Processes need to be continuously defined for formal Processes need to be continuously defined for formal
recognition awards recognition awards
• Data suggests need for supervisor trainingData suggests need for supervisor training
• Change = A New Norm = Organizational Change = A New Norm = Organizational
TransformationTransformation
ApproachIntegrate
Learn
Deploy
Process Implementation/Improvement Plan Process Implementation/Improvement Plan StepsSteps
AQIP Colloquium 2010
Valuing People AQIP Valuing People AQIP TeamTeamOpportunitiesOpportunities•Professional Development•Supervisor Training•Personalized Appreciation Processes for Full time, Part-time/Half-time employees
•Employee Appreciation Day•Formal Awards Enhanced•Group Celebrations
Implementation – Pilot Implementation – Pilot ApproachApproach
Next Steps, Recommended by Next Steps, Recommended by Valuing People AQIP TeamValuing People AQIP Team
•Survey Staff Regarding Supervisor Training Needs
•Develop a Supervisors’ Training Program
•Develop a Flexible Professional Development
Training Schedule for all employees
•Develop a Succession Plan
AQIP Colloquium 2010