Please review the presentation to review updates for the 2022 Performance Management Process.
Have you ever wondered when and how to recognize your team or a high performing employee? The resources on this tab will provide some information and guidance on best practices for rewarding and recognizing behaviors that you want reinforced.
Recognizing employees can be quick and easy! Follow these three simple steps for meaningful recognition:
Certain values and competencies have been identified as being important for success at Peoples. Be certain to reward and recognize behaviors that reinforce company goals.
| WHAT IS BEING REWARDED | DESCRIPTION |
| Company Values | Excellence in safety, customer service, trust & community |
| Core Competencies |
How the employee does his or her job: Practices self-awarenes Ensures resource management Adapts to the environment Understands the business Makes decisions Builds relationships |
| Special Projects | Successful projects of varying scope and size departmentally or organization-wide |
| Tenure | Recognition at milestone years of service |
Some of the best ways to recognize employees are informal. These are things that can be done real-time and with little or no cost.
| PUBLIC ACKNOWLEDGMENT EXAMPLES | TOKEN OF APPRECIATION |
| Publish "kudos" in department/team meeting | Personal "thank you" - verbal or written (request Peoples Thank You notes here) |
| Create a "wall of fame" or similar to honor special achievements | Team lunch |
| Employee of the week/month | Casual dress or jeans day |
| Team MVP (pass around a trophy or some symbol of achievement) | Company swag - can be found at the company store |
| Reward them with new job challenges (lead teams, mentor new employees) | Provide time and resources to attend in-house training, outside classes/seminars, and online training, developing skills that will help high performers get promoted |
Some things to keep in mind for effective recognition:
| Do's | Don'ts |
| Now: Timing is important; don't delay | Recognition that is not timely |
| Sincere: Praise seems hollow if insincere | Insincere or mechanical recognition |
| Personal: Best to give face-to-face | Public recognition for private people |
| Specific: Provide details | Reward the wrong things |
| Proactive: Look for opportunities to praise; avoid reacting to mistakes | Treat everyone the same |
To ensure that you have the necessary tools to be successful with managing your employees, HR has published a Manager/Supervisor Daily Playbook.