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Session #302: Recognition Works!

Recognition Works!

Recognition builds morale

and increases retention

RECOGNITIONSTRATEGIES

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Team members who know their

contribution is important and their team

leader notices and supports them are

more likely to be loyal, dedicated and

happy team members

Every individual has a preference on how they would prefer to be recognized

Immediate, specific

Private?

Public recognition?

Personal

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Resources, templates and

tools for your recognition program

Recognition Resource Center

Recognition Resource Center

Free member service that

connects team leaders with tools

and resources to recognize

ongoing dedication, significant

contributions, years of service

and commitment.

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Share and learn from other

LeadingAge Minnesota members

Best Practices

Nominate a team member for

a statewide award

Stars Among Us Awards

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Caregivers

Volunteers

Leaders

Teams

How do you recognize your team?

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Employee RecognitionLeadingAge Minnesota Workforce Solutions Conference

Employee recognition

STARTS with culture…

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To spark the lives of

our clients and families,

we need to

spark our team first.

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“Culture doesn’t trump strategy, it IS strategy,” Joel Theisen, RN, CEO/Founder, Lifesprk

Getting Employees Engaged

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� Company mission and values

� Company purpose

� Right seat on the bus

� Provide tools to be successful in their role

� Align strengths with roles and team

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Getting Employees Engaged

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Create opportunities for engagement…

Strong teams create strong cultures

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� Setting high expectations

� Holding each other accountable

Company Transparency at ALL Levels

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� Open, honest communication and feedback

� Financials - everyone can help the business grow

� Open door policies

� Empower employees to ask questions

“Employees are a company’s greatest asset – they’re your

competitive advantage. You want to attract, and retain the best

and make them feel like they are an integral part of the

company’s mission.”

- Anne M. Mulcahy, CEO Xerox Corp & author on leadership

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Recognition at Lifesprk

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Reward for performance and team contribution

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� Strong communications: 1:1 with supervisors monthly,

weekly team meetings, monthly SprkChats and quarterly company meeting

� Performance reviews annually with total comp review

� Shout-outs in weekly newsletter,

Caregiver Update (monthly), and open kudos via email

to all staff and each other,

Sprk Board

Beth sends a great

big huge thanks to Ann for her

outstanding LCM services - she is

providing the right amount of care at the

right time. AND, she is giving me

great communication which

gives me peace of mind.

Thank you, Ann!!!

Work Hard – Play Hard

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Celebrate as a team

� Host events quarterly (team and family)

� Team gatherings monthly

� Ad hoc sessions

� Take 10 celebrations

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Celebrate as a team

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Celebrate as a team

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Celebrate as a team

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New Employees

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� Commitment to on-boarding correctly (mentors for specific roles, structured training program, general orientation/goal sessions)

� Welcome via email

� Weekly email news update

� Welcome reception

� Recognized during SprkChat

Lifesprk Anniversary

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� Personal card with gift card

� Recognition weekly in email news update and during SprkChat

“Strive not to be a success, but rather to be of value,” Albert Einstein

Personal Birthday

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� Personal card with gift card

� Weekly recognition in email news update and SprkChats

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Sprk Program

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� Recognition by clients, peers, and supervisors for sparking lives

� 5 sparks = small gift or reward

BHAG

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BHAG=Big Hairy Audacious Goal

� Team votes on reward

� Major goal

� Team-achievedand celebrated

SPARK ON! TEAM ON!

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Share Your Passion

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Igniting the spark in others – empower your team to share their spark on social media, not because they have to but because they want to….

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Beth Nemec

Director of Sales

bnemec@lifesprk.com 952-345-8770

THANK YOU!

lifesprk.com