How can we recognize someone’s efforts that will have a sincere meaning to them? That is the question that plagues my mind lately. I noticed Anna blogged last week about the upcoming DSP nomination recognition contest sponsored by ANCOR.
As we here at NHTC ready for DSP recognition week also, we are evaluating what makes for meaningful recognition. This brings up a heated debate in this little corner of the state.
So help me out Therapites! Poll your DSP’s how do they want to be recognized for all their efforts? I really want to know. Without a doubt or question, without the direct work force we would not exist- so if we are going to do it, let’s do it right!
That is simple. DSP’s would be incredibly happy if we could provide significant increases in compensation, benefits and advancement opportunities. Unfortunately, not all these things are easily delivered in our world. In a field of budget cuts and level funding our best bet is to provide a team approach, support in times of need, encouragement when tough days occur and recognition/acknowlegement for the incredible job DSPs do each and every day. Some suggestions include:
1. Arrange for a DSP to present the results of his/her efforts to upper management.
2. Make a thank-you card by hand.
3. Give special assignments to DSPs who show initiative.
4. Present “State of the Department” reports periodically to your employees acknowledging the work and contributions of a DSP(s).
5. Have a stand out DSP present at a staff meeting with peers.
6. Allow a DSP to attend a meeting in your place when you are not available.
7. Ask your boss to attend a meeting with DSPs during which he/she thanks individuals for their specific contributions.
8. Pop in on program and express to the DSP your appreciation for their involvement.
9. Send a letter to the DSP thanking them for their participation and all the great work they do.
10. Write a letter of praise recognizing DSPs specific contributions and accomplishments. Send a copy to senior management and the employee’s personnel file.
11. When you hear a positive remark about a DSP, repeat it to that person as soon as possible (Face-to-face is best, e-mail or voice mail are good in an pinch).
12. Call a DSP to your office to thank them (don’t discuss any other issue).
13. If you have a department newsletter, publish a “kudos” column and ask for nominations throughout the department.
14. Publicly recognize the positive impact on operations of the solutions employees devise for problems.
15. Greet DSP by name. (Sounds silly but in larger agencies it can prove to be a challenge).
16. Practice positive nonverbal behaviors that demonstrate appreciation.
17. Encourage DSPs to identify specific areas of interest in job-related skills. Then arrange for them to spend a day with an in-house “expert” to learn more about the topic.
18. Give a note reading, “Thank you. You are a ______!” Attach a roll of Lifesavers.
19. Have an outstanding DSP spend a day with a director.
20. Smile. It’s contagious.
Hope that helps!
Staff recognition programs are “tricky wickets.” Especially with regard to balancing the reinforcement of ‘team’ achievement against ‘individual’ performance, they can become counter productive to agency culture. Marcus Buckingham wrote a great book years ago: First Break All the Rules. He lists twelve core elements essential to recruiting, focusing and retaining talented staff. One of these is based on recognition. I find it remarkable that of all the ways we’ve tried to demonstrate positive recognition, the one that is most consistently appreciated is a simple thank you note. Many employees keep these and reread them during more challenging times.
I’m with Bryan. I have a box of thank you notes I’ve gotten throughout the years and when I need a ‘pick-me-up’, I pull out the box and read through them! A nice, sincere note is one of the best thank yous.