Making colleagues feel valued, respected and recognised for their hard work significantly increases colleague morale, sense of belonging and pride and is associated with reduced burnout.
Commonly, a lack of recognition is cited as a significant factor that leads to colleagues seeking alternative roles.
Effective recognition, which can involve formal awards, peer recognition or a simple thank you really do make a difference and help to build cultures of appreciation, compassion and psychological safety, enabling colleagues to raise concerns, support each other, and work collaboratively without fear and blame or undervaluing and positively impact the quality and safety of care and services, and the best bit is, it is easy to achieve.
For Managers and Leaders
For Team Members
Embed everyday recognition: say a meaningful thank you and encourage peer recognition.
Use formal reward and recognition opportunities, nominate each other, develop local awards
Make recognition visible: share good practice and achievements in team meetings, communications and handovers
Share positive feedback
Personalise your recognition approach, learn what matters to each individual- a quiet thank you or formal recognition?
Role model appreciation: demonstrate humility and gratitude and inclusivity
Recognise potential and encourage development, offer opportunities to act up, attend training, or lead small projects.
Listen to and act upon feedback received from the team
Recognise your colleagues contributions
Say thank you when someone helps you, or goes the extra mile
Share positive feedback from patients, relatives and colleagues
Nominate colleagues for awards: Trust/Health Board or National staff awards
Support a culture of peer recognition: praise each other in team meetings, handovers and communications
Celebrate team success together
Practice self recognition: reflect on what you did well each day, however small
Provide constructive feedback with kindness: and compassion
