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Building Upon Thank You :

How RecognitionCan Engage Your Staff

Brought to you by:

The VOICES of the Staff

Rewards & Recognition NetworkTeam

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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/Trauma

Mary 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 Practice

Elizabeth Zollweg Recreational Sports

Rewards & RecognitionTeam Members

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Welcome

Why Recognize?

Informal Recognition = Appreciation Formal Recognition - Creating a Program

Activity

Questions? Closing

Agenda

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Why Recognize?

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Why Recognize?Return on Investment

Return on Investment

Financial & Personal

Engaged Employees

Investment

Time Thought Money

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Self Actualizationpersonal growth, self-

fulfillment

Esteem Needsachievement, status, prestige,

responsibility

Belongingness & Love Needslove, family, affection, relationships, friends, work group

Safety Needssecurity, order, law, limits, stability, protection from elements

Biological & Physiological Needsbasic survival needs of food, water, shelter, warmth, sleep, health and air

Why Recognize?Return on Investment

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Informal Recognition

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Informal Recognition

In August 2008, The Globe & Mail, a Torontonewspaper 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

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Informal Recognition

78% said Yes

(4,806 people)

22% said No

(1,356 people)

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Informal Recognition

A lot of people savor praise received

from their boss.

Whats your take?

DontReallyCare?

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Informal Recognition

The Top 10 Reasons that Supervisors dontRecognize:

I dont know how.

I dont have time.

People dont really care about it all that much.

Its not MY job.

I dont believe in rewarding people for justdoing their job.

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Informal Recognition

The Top 10 Reasons that Supervisors dontRecognize:

It becomes meaningless if done too much.

Im very limited in what I can do.

People will think they have made it and stopworking hard.

I dont get it. Why should I give it? Sometimes its awkward and uncomfortable.

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The Top 10 ReasonsSupervisors Dont Recognize

I dont know how.

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The Top 10 ReasonsSupervisors Dont Recognize

I dont have time.

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The Top 10 ReasonsSupervisors Dont Recognize

People dont really careabout it all that much.

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The Top 10 ReasonsSupervisors Dont Recognize

Its not MY job.

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The Top 10 ReasonsSupervisors Dont Recognize

I dont believe in rewardingpeople for just doing theirjob.

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The Top 10 ReasonsSupervisors Dont Recognize

It becomes meaningless ifdone too much.

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The Top 10 ReasonsSupervisors Dont Recognize

Im very limited in what Ican do.

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The Top 10 ReasonsSupervisors Dont Recognize

People will think they havemade it and stop working

hard.

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The Top 10 ReasonsSupervisors Dont Recognize

I dont get it.Why should I give it?

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The Top 10 ReasonsSupervisors Dont Recognize

Sometimes its awkwardand uncomfortable.

Top 10 List Source:

180 Ways to Walk the Recognition Talk by Eric Harvey.

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Informal Recognition

Outstanding leaders go out of their wayto boost the self-esteem of their

personnel.If people believe in themselves,

its amazing what they can accomplish.

- Sam Walton

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Formal Recognition:Creating A Recognition Program

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Creating A RecognitionProgram

Several factors to consider when creating adepartmental Recognition Program

Whos Involved

Identify Department Priorities

Identify What Employees Value

Budget

Sustainability

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Creating A RecognitionProgram

Identify Department Priorities

What does your team hope to accomplish?

Determine a timeline of events

Make your goals simple and specific

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Creating A RecognitionProgram

Recognition Gone Wrong

http://%3Cobject%20width%3D%22500%22%20height%3D%22405%22%3E%3Cparam%20name%3D%22movie%22%20value%3D%22http/www.youtube.com/v/vCJ55u8kOIw&hl=en&fs=1&rel=0&border=1%22%3E%3C/param%3E%3Cparam%20name=%22allowFullScreen%22%20value=%22true%22%3E%3C/param%3E%3Cparam%20name=%22allowscriptaccess%22%20value=%22always%22%3E%3C/param%3E%3Cembed%20src=%22http:http://%3Cobject%20width%3D%22500%22%20height%3D%22405%22%3E%3Cparam%20name%3D%22movie%22%20value%3D%22http/www.youtube.com/v/vCJ55u8kOIw&hl=en&fs=1&rel=0&border=1%22%3E%3C/param%3E%3Cparam%20name=%22allowFullScreen%22%20value=%22true%22%3E%3C/param%3E%3Cparam%20name=%22allowscriptaccess%22%20value=%22always%22%3E%3C/param%3E%3Cembed%20src=%22http:

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Creating A RecognitionProgram

Identify Whats 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?

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Creating A RecognitionProgram

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Creating A RecognitionProgram

How Will We Budget For The Program?

Existing allocation of Budget for Recognition

Donation-based (from staff and supervisors)

Everyone is included despite frequency ofparticipation

Determine how recognition spending will be

tracked and accounted for Elect or appoint someone within the Team

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Creating A RecognitionProgram

Sustainability

Evaluation Tool for Means of Feedback

Suggestion Box

Continual Survey & Assessment

Reporting

Sharing of knowledge and findings

Statistics

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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 departmentwhere you you could use recognition ideas?

Be prepared to share some of yourcomments back with the large group

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Questions?

Any questions?

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

Anyone have some new ideas that theyrelooking forward to trying in theirdepartment?

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Thank you!