Principles of a Recognition Plan
Before developing any recognition plan, certain key principles should be evaluated and reviewed related to retaining key people. Here are a few guidelines to keep in mind as you begin planning your award.
- For any reward system to have an impact on performance, it must be part of a work environment that’s rewarding as a whole.
- Keep in mind generational differences and develop a program with broad appeal.
- Use position titles or functional roles rather than the names of specific individuals in assigning tasks in the recognition program.
- Reward people by allowing them to get involved. Encouraging them to make decision increases the likelihood of compliance with your requests. Can they help design the plan?
- Find ways to make people feel important and appreciated. Have several plans to include “on the spot” recognition, as well as a more formalized plan.
- Teach your managers how to nurture employee loyalty. Be a good listener. Ask your managers to attend development classes on effective listening and having crucial conversations.
- When people are free to laugh, they begin to relax. And they begin to care. Laughter fuels creativity so people can perform at their best.
- The department award must represent the overall theme of the recognition program, “We create Comfort, Hope and Healing for our Patients and Families.”
- All recognition must support the Circle of Excellence and the mission and values of UAMS
- When possible, judging and selection should be conducted by a panel of employees who have previously been recognized and department managers.
- Employees should be recognized for demonstrating a commitment to the UAMS Service Standards of safety, respect, excellence, image and efficiency in performing their job.
- An employee may be recognized for a commitment to a single service standard or several.
- Documented eligibility criteria including ineligibility for written disciplinary action should be provided to all employees.
- All employees should be provided with clear instructions for the nomination process, including forms and sample narrative sections
- Rewards should be presented at regularly scheduled intervals such as monthly or quarterly
Recognition Communication Plan
Discuss the following points with your division or department when introducing your new plan:
- What types of behavior will be recognized?
- Who participated in development of the plan?
- Explain who is eligible to win the award
- How often will the award be given?
- Explain the criteria and the service theme.
- Explain how to nominate a coworker
- Provide examples of what you are looking for in the nomination process
- Who will judge the nominations?
- What will honorees receive and how will they be honored?