2. Practical Applications and Ideas for Albemarle County

3.  To promote a valued and responsive County workforce that ensures excellent customer service  To assure staff is supported and recognized for excellence in service

4.  Albemarle County Strategic Plan Goal 7: “Promote a valued and responsive County workforce that ensures excellent customer service.”

5.  Albemarle County Schools Strategic Goal 3: “Recruit, retain and develop a diverse cadre of the highest quality teaching personnel, staff, and administrators.”

6.  Albemarle County strives to be ‘a best place to work’.  We believe it is essential to recognize and reward exceptional performance as part of the County’s Total Rewards strategy.  Employee Recognition addresses our need to acknowledge extraordinary individual or team behavior, effort, and accomplishments that support the organization’s goals and values.  We seek to create a culture of recognition—both formal and informal.

7.  Understand recognition and engagement.  Consider a set of performance criteria so that you may identify exemplary, deserving behaviors in an employee.  Give options to recognize and reward employees for exceptional performance.  Encourage flexibility and guidelines that best fits your department’s functions and culture.

8.  Leadership tool that sends a message to employees about what is important to leaders and behaviors that are valued.  Deliberate act that helps employees understand how their jobs contribute to the organization's overall goals and how their performance affects achievement of these goals.

9.  Individual/team  Formal/Informal  Extrinsic (monetary or equivalent)  Intrinsic (symbolic)

11.  A Survey by Bob Nelson gave people choices of 52 items. The No. 1 factor they valued was "managerial support and involvement“ - asking employees their opinions, involving them in decisions, giving them authority to do their jobs, supporting them when they make a mistake, and so forth.  Also important were flexible working hours, learning and development opportunities, manager availability, and time.

12. 1. Public praise/recognition 2. Opportunity to show off a winning call 3. Shared customer feedback that they’ve made a difference 4. Earned extra paid time off 5. Available re-training; personal development 6. Respect as viable part of organization 7. Requested to mentor new hire 8. Requested for special project work 9. Top notch info systems 10. Bright, comfortable surroundings *2007 Human Technologies Global, Inc. www.human.techngologies.com www.human.techngologies.com

13.  S incere  M eaningful  A daptable  R elevant  T imely

14.  Start & stop Inconsistency … flavor of the month  Without real merit/popularity contest Recognized and you don’t know/understand why…  Entitlement  Staff it out/phone it in Boilerplate memo sent with someone signing for you doesn’t make anyone feel special

15.  What forms of praise are you comfortable giving? Feel awkward giving face-to-face praise? You probably won't do it even if you feel you should. Uncomfortable speaking publicly? May be better to skip public praise for something more personal and sincere.  There's nothing wrong with asking employees what would be most meaningful or helpful to them. Asking that question and listening to response is a sign of an organization that really looks at people as important, and as an investment.

16.  Start small (and stay small if need be).  Set clear standards. Employees should know what is important to their organization and to their own success.  Communicate the evaluation criteria, so that everyone clearly understands the selection process.  Expect the best. You often get what you ask; set the bar high.  Tell others. Recognition is not only about the individual, but also about what they contributed to the whole.

17.  Understand that engaged employees want and need recognition.  Engage employees by building strong, positive relationships, understanding their jobs, respecting work/life balance, and showing appreciation for a job well done.

18.  Engage employees by building trust, fostering two-way feedback and allowing shared decision-making.  Engage employees by providing professional development opportunities and helping them understand their role in the organization’s success.

19. Employee Engagement and Recognition Cycle Inform Inspire Instruct Involve Incent

20.  “Catch” employees doing things right.  Recognize employees at staff meetings.  Use a dedicated section of the departmental newsletter to highlight great customer service and/or great performance.

21.  Send an ice cream trucks to a work site to acknowledge a significant work group accomplishment.  Use short conversations, notes, Share Point, and/or prominent bulletin boards to recognize employees.

22.  How do you show appreciation of your employees' work?  What are the systems or methods you use to recognize your employees for good work?

23.  Well regarded books on subject available from the County’s Learning Library, including: A Carrot A Day by Gostick and Elton The 1001 Rewards & Recognition Fieldbook by Nelson and Spitzer  Local Government’s Employee Recognition Program  Local Government Pilot Departments (ECC, IT, Police, Social Services)  Your own experience

24. Final Comments and Questions?