Building Upon “Thank You” : How Recognition Can Engage Your Staff Brought to you by: The VOICES of the Staff Rewards & Recognition Network Team
Susan AgnewComprehensive Cancer Center Eric BainHospital Environmental Services Claudette BrowerOffice of Student Conflict Resolution Patricia CookeHospital and Health Centers Financial Services Sheryl DecosterUniversity Housing Jayna EadieNursing - Ortho/Trauma Mary HeatherlyMateriel Services Douglas HoveyFinancial Operations Nancy Kelly, AdvisorUMHS Human Resources Maureen LuckUMHS Human Resources Sheryll MarshallNeurology Byron Myer, FacilitatorUMH Social Work Jaime Palmby, AdvisorUMHS Human Resources Roberta SalingLSA English Language & Literature Trisha SchlaffDearborn Academic Affairs Lourdes SmedleyNursing – CSR Laura Van DusenNursing – PACU Wanda WashburnPsychiatry Marcia WhitlockDexter Family Practice Elizabeth ZollwegRecreational Sports Rewards & Recognition Team Members
Welcome Why Recognize? Informal Recognition = “Appreciation” Formal Recognition - Creating a Program Activity Questions? Closing Agenda
Return on Investment Financial & Personal Engaged Employees Investment TimeThoughtMoney
Self Actualization personal growth, self-fulfillment Esteem Needs achievement, status, prestige, responsibility Belongingness & Love Needs love, family, affection, relationships, friends, work group Safety Needs security, order, law, limits, stability, protection from elements Biological & Physiological Needs basic survival needs of food, water, shelter, warmth, sleep, health and air Why Recognize? Return on Investment
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
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?
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?
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