Employee Recognition: A How-To Guide for Supervisors & Managers

1. Employee Recognition: A How-To Guide for Supervisors & Managers Presenter: (Insert name) A resource created by the inter-departmental CalHR Retention & Recognition Work Group, 2017

2. Overview • Our department’s mission, vision and core values • Why do employee recognition? • What is employee recognition? • Philosophy • Attributes & Outcomes • Benefits • Challenges • Suggested Types of Recognition by Audience • Case Studies • Additional Resources

3. Our Department’s Mission • (Insert your department’s mission here.)

4. Our Department’s Vision • (Insert your department’s vision statement here.)

5. Our Department’s Core Values • (Insert department’s core values here.)

6. The Culture of Connection GovOps Agency Secretary MarybelBatjer

7. Why recognize employees? • Everyone likes to be recognized • Recognition should take multiple forms • Recognition must be genuine • Peer-to-peer recognition is vital RECOGNITION PHILOSOPHY

8. What is Employee Recognition? The Law Dictionary: • Awarding employees for achieving planned objectives, encouraging repeatperformance and higher achievement by other employees. Management and employees in the workplace plan rewards for reaching specific goals and producing high quality results.

9. Employee Recognition Attributes & Outcomes ATTRIBUTES: • Timely • Specific • Authentic • Of value to the employee OUTCOMES: • Increased morale • Higher engagement • Less absenteeism • Decreased turnover • Feeling of appreciation and respect • More likely to achieve organizational goals and performance metrics

10. Benefits of Effective Recognition(1 of 8) • Discretionary Effort: • 23% higher • Intent to Stay: • 32% higher

11. Benefits of Effective Recognition(2 of 8) ENGAGEMENT: • When companies spend 1% or more of payroll on recognition, 85% see a positive impact on engagement. • (SHRM/Globoforce Employee Recognition Survey, 2012) • "In those organizations in which individual employees or teams are recognized, the entity’s average score for employee results was approximately 14% higher than in organizations in which recognition does not occur.“ • (Bersin by Deloitte, The State of Employee Recognition, 2012) • When asked what leaders could do more of to improve engagement, 58% of respondents replied “Give recognition.” • (Psychometrics, A Study of Employee Engagement in the Canadian Workplace 2010)

12. Benefits of Effective Recognition(3 of 8) CUSTOMER SATISFACTION: • 41% of companies that use peer-to-peer recognition have seen marked positive increases in customer satisfaction. • (SHRM/Globoforce Employee Recognition Survey, 2012) MORALE: • Organizations with strategic recognition programs in place exhibit 28.6% lower frustration levels than companies without recognition programs. • (SHRM/Globoforce Employee Recognition Survey, 2012)

13. Benefits of Effective Recognition(4 of 8) BUSINESS/FINANCIAL RESULTS: • Organizations with the most sophisticated recognition practices are 12 times more likely to have strong business outcomes. • (Bersin by Deloitte, The State of Employee Recognition, 2012) • Peer-to-peer is 35.7% more likely to have a positive impact on financial results than manager-only recognition. • (SHRM/Globoforce Employee Recognition Survey, 2012)

14. Benefits of Effective Recognition(5 of 8) EMPLOYEE TURNOVER: • Turnover at American business increased from 17% in 2010 to 30% in 2013 • (WhatWorks Brief from Bersin by Deloitte, HR Factbook 2015: Benchmarks and Trends for U.S. HR Organizations, January 2015) • “The number-one reason most Americans leave their jobs is that they don’t feel appreciated. In fact, 65% of people surveyed said they got no recognition for good work last year.” • (Gallup, Tom Rath and Donald Clifton, How Full Is Your Bucket? Positive Strategies for Work and Life, 2001)

15. Benefits of Effective Recognition(6 of 8) EMPLOYEE TURNOVER: • Companies with strategic recognition reported a mean employee turnover rate that is 23.4% lower than retention at companies without any recognition program. • (SHRM/Globoforce Employee Recognition Survey, 2012) • “Organizations with recognition programs which are highly effective at enabling employee engagement had 31% lower voluntary turnover than organizations with ineffective recognition programs.” • (Bersin by Deloitte, The State of Employee Recognition, 2012)

16. Benefits of Effective Recognition(7 of 8) • The cost to replace an employee ranges from 50% to 200% of the employee’s annual salary. For leaders, it is 250%. • Includes time cost of: • Recruitment • On-boarding • Covering work

17. Benefits of Effective Recognition(8 of 8) Recognition does not need to be expensive; non-cash recognition can net the same result.

18. Challenges to Effective Recognition Recognition of employees increases their feelings of engagement in the work place. As engagement increases, the desire for more compensation decreases (53% vs. 69%). Some challenges: • As engagement decreases, the desire for less work increases (35% vs. 28%) • Perceptions on recognition vary by age, gender, culture, and education level

19. Suggested Types of Recognition • Employee Recognition is a whole department responsibility. The following slides offer suggestions on how to engage at all levels within a department based on the following audiences: • Employee-to-Employee • Supervisor-to-Employee • Supervisor-to-Team • Recognizing Employees to Upper Management • Additionally, a printable visual of these suggestions is available on CalHR’s website.

20. Audience: Employee to Employee • Daily • Give friendly greetings • Give hand-written thank you notes • Have a genuine conversation about how they are doing • Weekly • Recognition trophy passed between peers, based on weekly achievement • Monthly • Staff-led icebreakers to build camaraderie and morale • Other Occasions • Mentor new employees • Our Promise Campaign— encourage team to attend kick-off event

21. Audience: Supervisor to Employee • Daily • Recognize all team members • Give a memento for a job well done • Verbal thanks for completing their work • Weekly • In One-on-Ones: • Discuss how an employee likes to receive recognition, honor their wishes • Set goals together, celebrate when achieved • Allow space/time for sincere personal conversations • Monthly • Follow up on established goals; celebrate accomplishments • Other Occasions • Include accomplishments in Individual Development Plan discussion, thank them for their follow-through on “wins”

22. Audience: Supervisor to Team • Daily • Check in on employees—see how they are doing • Post praise from customers and peer employees in common areas • Weekly • Email team members’ individual accomplishments to team • Share recognition of accomplishments in weekly team meetings/discussions • Monthly • Acknowledge outstanding work in team meetings • Team building— from ice cream socials, to meetings in the park • Other Occasions • Encourage staff attendance at Department-wide events • If that includes covering phones to let them, do so, and let your supervisor know • Annual team appreciation week, with daily themes • Support team-organized activities that build camaraderie • Encourage the team to go to lunch with a newly hired employee, or host a brown bag lunch to welcome the new employee

23. Audience: Recognizing Employees to Upper Management • Daily • Acknowledge praised employee and CC your next level management • Weekly • Tell peer supervisors about employees who are doing well • Monthly • Share staff accomplishments in Supervisors/Managers meetings with Executive level management • Other Occasions • Recognize Milestones • Years of Service • Perfect Attendance • Production Goals • Safety Goals • Project Completion

24. Printable Supervisor Resource

25. Examples of Recognition • The following case studies are meant as resources for continued development of employee recognition programs. • Discussed are: • Holiday recognition • One-on-one engagement • Physical recognition space • Annual awards guidance • Cultural diversity celebrations • Each example is more deeply explained in the Employee Recognition Coordinator Handbook

26. Example: Veteran’s Day Celebration • Develop an appreciation card (or other memento) to have Department Director hand sign each • Host a ceremony/appreciation event with light refreshments • Invite CalVet or nearby military organizations to speak, share a proclamation, invite their honor guard, etc. • Invite veterans to share their experiences • Post images/article to social media, intranet, and a follow up department-wide email • Hang event related posters to promote event – reach out to CalVet for templates

27. Sample Veteran’s Day Card

28. Example: One-on-One Engagement • Maximizing the One-on-One, “Coaching for Commitment” • Hold at least monthly one-on-one meetings with staff; be consistent with the meeting • Discuss how the employee likes to be recognized; do they prefer 1:1, small group, large group, or department-wide? • Dialogue with the employee on where they are with projects; seek general feedback on how the supervisor is supporting staff • Listen for success in projects/accomplishments; sincerely compliment the success • Be varied in affirmations • Listen for supervisor feedback without being defensive

29. Example: Physical Recognition Space • Kudos Board • Create a physical or digital space to offer praise for each other • Post positive comments from all department staff – including employees-to-employees, managers-to-employees, and customers-to-employees • Send periodic reminders • The week of Thanksgiving, send an email reminder to employees to be thankful for each other • Send other reminders as needed, though more often than quarterly

30. Sample Appreciation Wall • Use color paper to post compliments about employee • Borders or large format effects can be projects for employees to contribute • Utilize a wall or cubicle wall for display

31. Example: Annual Awards Ceremony Guidance • Nomination Form • Tie criteria for nomination to Department Mission, Core Values, and Vision • Event • Department Director or surrogate emcees event; nominator or nominee’s supervisor describes why nominated • Work with your communications team to do photographs, filming, and related props, décor, etc. • Provide a certificate and/or suitable memento and/or monetary award for awardees • Post awardees and their successes to intranet, social media, etc.

32. Example: Cultural Diversity Celebrations • Invite employees with ties to local cultural entities to share their contacts with an identified point person • An email to all-staff that invites sharing of contacts allows for individuals to share by choice, as opposed to asking individual employees to share • Work with your Disability Advocacy Committee to bring speakers, films, and other educational opportunities to your department to educate employees about different cultures. • Always loop in the Personnel and Labor Relations Offices in planning cultural diversity celebrations.

33. Additional Resources • CalHR offers an Employee Recognition Toolkit to continue your efforts! • Peer resources are available through this webpage • Thanks to State Compensation Insurance Fund for sharing their PowerPoint resources. • (Add internal department components here – like how to submit articles to internal publications, how to nominate for internal awards, and other departmental employee recognition components.)

34. Thank you! Your continued work to recognize employees for their hard work is a value to your team, our department, and the state of California!