Our results—and how we achieve those results—are assessed regularly and recognized by managers within each school and unit. Individual and team performance is recognized in many ways, including verbal and written recognition from managers and co-workers, local awards, manager-driven appreciation, pay adjustments, and an annual process to set salaries. See also Workplace Recognition Tools for helpful tips and resources.
Everyone likes to be recognized for their exemplary performance or extra effort. Managers know an individual’s performance best, so an important role of the manager is to ensure personal, timely and authentic recognition of behaviors. Of course, anyone in the workplace can recognize and share appreciation for colleagues and co-workers who:
- Participate in or lead a team project as part of, or in addition to, their regular work
- Achieve performance goals or other job-related results
- Demonstrate extra effort that is not part of regular duties
- Advance the university’s mission in some way
- Demonstrate valued behaviors
HR Managers are key partners
Each school and unit’s performance recognition is overseen by the human resources manager, typically working with administrative officers and/or financial managers as appropriate. If you are a manager, review the guidelines to link staff performance to pay rewards.
Give effective performance feedback
Sharing recognition of performance-related accomplishments is not impactful if it’s only once a year in the performance review process. Check out these tips to give feedback on a continuous basis, to show you recognize and appreciate their work and their effort. Here are some general tips: