Informal Recognition

INFORMAL RECOGNITION:

In addition to the annual university wide event, all managers are encouraged to maintain a culture of recognition and appreciation at the unit level.  Managers are encouraged to establish clear expectations of performance with measures such as:  

• A clear description of the work to be accomplished
• Details on how performance will be measured (quantity, cost, timeliness)
• An indication of the expected level of success

Employees want to excel at their work and appreciate being recognized for their efforts and accomplishments. Recognition meets the needs of your employees. Studies have found that most people want/need these things from work: 

• A supportive boss
• The opportunity to learn, grow and become proficient
• To be respected and treated fairly
• Clear expectations and honest feedback
• To be proud of the department and to be recognized for accomplishments

Employees should be recognized at the Department level for:

• Supporting a university value or priority
• Contributing to improving a system or process
• Serving as a positive role model by helping others be successful
• Doing the right thing in a stressful or crisis situation
• Demonstrating excellence in their daily work
• Presenting great ideas for improvement
• Supporting a recognition culture through their daily actions and words
• Modeling things that you want to see more of: good customer service, teamwork, collaboration, attainment of new skills, etc.

Recognition at the Department level should be:

• Presented in a manner that is genuine and authentic to the presenter
• Personalized to the receiver – one type of recognition does not meet the needs of all people.  Ask your team individually how they want to be recognized.
• Completely positive.  Recognize and celebrate progress and small wins.  Don’t cloud the process with recognition followed by . . .  you can do better!
• Specific to the behavior that is being recognized
• Timely.  Recognition should be given soon after the effort or event to clearly make the connection between effort and recognition.
• Concentrate on the right things.  You will get more of what you recognize as outstanding or valued actions.  Recognition teaches “what is important around here”.
• Fun! Celebrate individual and department/unit accomplishments

High performing teams are made up of high relating people who really care about each other and the success of the department.  Employee recognition and appreciation engenders a sense of togetherness and teamwork which connects people to each other in a pursuit of important common goals.  Regular expression of appreciation leads to job satisfaction, increased confidence, improved morale and higher productivity. There are many informal ways to thank people for their efforts and accomplishments.  Browse the following pages for ideas:

Samples of Informal Employee Recognition

Employee Recognition Frequently Asked Questions

Attributes, Behaviors and Competencies of Effective Teams