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Introduction

The state of the current economy has forced us to reconsider our traditional forms of rewarding our employees for a “job well done.” While the economy is certainly expected to improve, we may find, nonetheless, that temporarily changing how we acknowledge and reward our employees is not necessarily a bad thing. What if the “raise” we gave an employee was in the form of lifting their self-esteem? What if we gave more in ways that money can’t buy?

There are many ways to reward our employees’ hard work. As managers, during tough economic times, we must be creative and focus on ways we can enrich our employees lives in ways that don’t involve money. Genuine, thoughtful and encouraging praise can inspire, excite and motivate our CSUN colleagues.

9 Principles of Recognition

“People often say that motivation doesn't last. Well, neither does bathing… that’s why we recommend it daily.”
- Zig Ziglar

When it comes to recognizing our employees for their exemplary work, there are a few principles you may want to keep in mind:

1. Give it frequently.

Most employees don’t feel they get enough recognition for their efforts. The effects of recognition, in general, are fleeting. This week’s smile or words of praise does’t guarantee they will still feel valued next week. 

2. It must be varied.

If recognition is given often, it’s important to offer your “thanks” in different ways. Variety helps retain the acknowledgements’ novelty, integrity and significance.

 

3. It must be honest.

As a manager, your credibility is an extremely important factor. If you praise an employee for reasons other than genuine appreciation for their hard work, the recognition becomes hollow and a mere cliché.

4. It should be given to the person, not to the work.

If the work is praised without mentioning the person who did it, the person will feel discounted. It is important to tell the employee “you did a great job on this,” and not “this is good work.”

5. It should be appropriate to the achievement.
Recognition comes in all sizes, from a simple thank you to a letter to a trophy. Small deeds should receive recognition that matches the effort and big deeds should be recognized in ways that symbolize the value and importance of the work.

6. It should be consistent.

If one person receives recognition for an action, another person who does something similar should receive a similar reward.

7. It must be timely.

Recognition has the greatest impact when it is given in close proximity to the time the work was done. 

8. It should be “receiver” oriented.

Different people respond to different ways of receiving recognition. One person might respond well to public acknowledgement at a team meeting, while another might prefer a quieter approach such as a personal e-mail. It’s important to know your employees well enough to show appreciation in a manner they are comfortable with.

9. Reward what you want more of.

Reward is far more effective in shaping behavior than punishment. Be consistent in praising your employees for the good work they do and they will most likely want to continue pleasing you.

Adapted from Vineyard and Lynch, Secrets of Leadership, 1991.

 

25 Creative Ideas for Saying "Thank You" to Our Employees

1. Call an employee into your office just to say thank you without discussing any other issue.
2. Hand write a thank you card or send a special e-mail that expresses your appreciation.
3. Create a newsletter to share good news, departmental updates, and recognize employees’ hard work.
4. Celebrate birthdays, anniversaries, and special achievements.
5. Post letters of praise about employees that came from outside sources.
6. Join in and help an employee who is under pressure. Ask what can be done and help complete the task side-by-side.
7. Add some variety to your employees’ routines by giving them a chance to work on alternative projects or learn new skills.
8. Create light-hearted awards that highlight something unique about each person like, “Best Screen Saver,” or “Best Joke Teller,” and award them at a potluck lunch.
9. Pass on helpful articles that could benefit employees with a note saying, “Saw this and thought of you.”
10. Ask employees about their hobbies, families, children, pets, etc., showing interest in what matters most to them.
11. Ask an employee for their opinion/input about a proposed plan or idea.
12. Book a guest speaker to come and speak on subjects of interest to your employees like personal finances, stress management, or improving relationships.
13. Help build skills with a training library filled with books, DVDs, and other resources that employees can check out.
14. Allow employees time off to attend seminars and on-campus training sessions. Ask them to make a presentation to others sharing what they learned.
15. Nominate employees to serve on campus committees or special projects.
16. Celebrate the completion of projects with a pot luck lunch or dinner.
17. Include “kudos” as an agenda item for all staff meetings.
18. Encourage staff to express appreciation for each other.
19. Communicate often on things that impact employees.
20. Post inspirational (non-sectarian) messages around the office.
21. Create a “Bright Ideas Award” for employees who contribute novel ideas or solutions to challenging projects.
22. Express an interest in your employee’s career development and explore ways you might be able to help them along that path.
23. Ask your boss to attend a meeting with your employees, during which you thank the staff for their contributions.
24. Recognize employees who actively serve the university and/or community outside of their specific role/duties through departmental programs.
25. Nominate top performers for recognition within the university Staff Service and Excellence Recognition program.

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• Updated on 7/17/09