At SFU there is so much amazing and innovative work that goes on.  It is more important than ever to recognize the individuals involved.  Here are some tips from a blog by Great Place to Work.

1. Be specific, be relevant.

Recognition is more meaningful when it is tied to a specific accomplishment or business objective.

When recognizing employees, explaining what the recognition is for helps employees relate the recognition to their behavior. This encourages continued strong performance.

2. Be timely.

Recognition that arrives months after the fact isn’t nearly as meaningful as recognition received promptly.

The longer it takes for managers to recognize employees, the less likely employees will see the affirmations as authentic. Make employee recognition a priority and have formal systems in place so you can strike while the iron is hot.

3. Recognition comes in many shapes and sizes.

There is a great deal of research that indicates people are motivated by more than just cold hard cash. It is also important to note that everyone has their own preference or style when it comes to giving and receiving appreciation.

Get a clearer picture of the primary language of appreciation (in a work setting) of every individual. Then, recognize them accordingly.

Think beyond monetary rewards, consider customized gifts, taking them out for coffee or lunch, or other acts that show employees their reward is personalized to them.

4. Little things go a long way.

While it's crucial to recognize major accomplishments, every day thank-yous can motivate employees just as much (and sometimes even more).

Writing handwritten notes or ecards to promote the good behaviors of individuals, can help instill a regular culture of employee recognition. These thank-yous and shout-outs do not have to come from managers alone; some employees may find recognition from peers even more motivating.

5. Connect to the bigger picture.

Recognition helps employees see that their company values them and their contributions to the success of their team and the company overall.

This is particularly key when organizations grow or change. It helps employees build a sense of security in their value to the company, motivating them to continue great work.

Regularly share news about how the company is striving to reach the mission, and explain how individual employee goals relate to that vision.

6. Be inclusive.

To have a true culture of employee recognition, the sharing of appreciation and rewards must extend across the entire team, faculty /department and University. Nobody should be left out.  The most powerful employee recognition programs allow appreciation to be expressed by peers as well as by managers.

If you would like more ideas on Employee Recognition, please visit our website here. 

LinkedIn Learning also has a variety of short video clips to give you more ideas.