Building Upon “Thank You” :How Recognition

Can Engage Your Staff

Brought to you by:The VOICES of the Staff Rewards & Recognition

Network Team

Susan Agnew Comprehensive Cancer CenterEric Bain Hospital Environmental ServicesClaudette Brower Office of Student Conflict ResolutionPatricia Cooke Hospital and Health Centers Financial

ServicesSheryl Decoster University HousingJayna Eadie Nursing - Ortho/TraumaMary Heatherly Materiel ServicesDouglas Hovey Financial OperationsNancy Kelly, Advisor UMHS Human ResourcesMaureen Luck UMHS Human ResourcesSheryll Marshall NeurologyByron Myer, Facilitator UMH Social WorkJaime Palmby, Advisor UMHS Human ResourcesRoberta Saling LSA English Language & LiteratureTrisha Schlaff Dearborn Academic AffairsLourdes Smedley Nursing – CSRLaura Van Dusen Nursing – PACUWanda Washburn PsychiatryMarcia Whitlock Dexter Family PracticeElizabeth Zollweg Recreational Sports

Rewards & Recognition Team Members

• Welcome• Why Recognize?• Informal Recognition = “Appreciation”• Formal Recognition - Creating a

Program• Activity• Questions?• Closing

Agenda

Why Recognize?

Why Recognize?Return on Investment

Why Recognize?Return on Investment

Why Recognize?Return on Investment

Informal Recognition

Informal Recognition

In August 2008, The Globe & Mail, a Toronto newspaper asked readers to

respond to the following question:

“If you receive written praise from your boss, do you make a point of saving it?”

6,162 people responded

Informal Recognition

78% said “Yes”(4,806 people)

22% said “No”(1,356 people)

Informal Recognition

A lot of people savor praise received from their boss.

What’s your take?

Agree? Disagree?

Don’t Really Care?

Informal Recognition

• The Top 10 Reasons that Supervisors don’t Recognize:– “I don’t know how.”– “I don’t have time.”– “People don’t really care about it all that

much.”– “It’s not MY job.”– “I don’t believe in rewarding people for

just doing their job.”

Informal Recognition

• The Top 10 Reasons that Supervisors don’t Recognize:– “It becomes meaningless if done too

much.”– “I’m very limited in what I can do.”– “People will think they have ‘made it’ and

stop working hard.”– “I don’t get it. Why should I give it?– “Sometimes it’s awkward and

uncomfortable.”

The Top 10 Reasons Supervisors Don’t

Recognize

“I don’t know how.”

The Top 10 Reasons Supervisors Don’t

Recognize

“I don’t have time.”

The Top 10 Reasons Supervisors Don’t

Recognize

“People don’t really care about it all that much.”

The Top 10 Reasons Supervisors Don’t

Recognize

“It’s not MY job.”

The Top 10 Reasons Supervisors Don’t

Recognize

“I don’t believe in rewarding people for just doing their job.”

The Top 10 Reasons Supervisors Don’t

Recognize

“It becomes meaningless if done too much.”

The Top 10 Reasons Supervisors Don’t

Recognize

“I’m very limited in what I can do.”

The Top 10 Reasons Supervisors Don’t

Recognize

“People will think they have ‘made it’ and stop

working hard.”

The Top 10 Reasons Supervisors Don’t

Recognize

“I don’t get it. Why should I give it?”

The Top 10 Reasons Supervisors Don’t

Recognize

“Sometimes it’s awkward and uncomfortable.”

Top 10 List Source: “180 Ways to Walk the Recognition Talk” by Eric Harvey.

Informal Recognition

Outstanding leaders go out of their way to boost the self-esteem of their

personnel. If people believe in themselves,

it’s amazing what they can accomplish.

- Sam Walton

Formal Recognition:Creating A Recognition

Program

Creating A Recognition Program

• Several factors to consider when creating a departmental Recognition Program– Who’s Involved– Identify Department Priorities– Identify What Employees Value– Budget– Sustainability

Creating A Recognition Program

• Who’s Involved: “The Team”– Form a committee or group of interested

parties– Have representation from all levels within

the organization/department• Ask, Nominate, Volunteer or Appoint

– Terms and Conditions• Length of Term(s)• Frequency of Meetings

– Leadership Support

Creating A Recognition Program

• Identify Department Priorities

– What does your team hope to accomplish?

– Determine a timeline of events

– Make your goals simple and specific

Creating A Recognition Program

Recognition Gone Wrong

Creating A Recognition Program

• Identify What’s Meaningful To Employees– Survey your department

•Make sure to include all levels

– What do you hope to find out?•What is it that they want?•From Who?•And How?

Creating A Recognition Program

Creating A Recognition Program

• How Will We Budget For The Program?– Existing allocation of Budget for

Recognition– Donation-based (from staff and

supervisors)• Everyone is included despite frequency of

participation

• Determine how recognition spending will be tracked and accounted for– Elect or appoint someone within the

“Team”

Creating A Recognition Program

• Sustainability– Evaluation Tool for Means of Feedback

• Suggestion Box• Continual Survey & Assessment

– Reporting• Sharing of knowledge and findings• Statistics

Activity

• Break Out into Groups of 4-6 people

• For the next few minutes, discuss one of these topics as a group:– “What is your department doing to

recognize staff that really works?”– “Are there aspects of work in your

department where you you could use recognition ideas?”

• Be prepared to share some of your comments back with the large group

Questions?

• Any questions?

• Any resources that we can provide you as you go back to your departments?

• Anyone have some new ideas that they’re looking forward to trying in their department?

Thank you!