Not-for-profit organisation increases transparency around recognition to increase employee satisfaction and create a culture of appreciation

The approach

The team decided to increase manager capability to ensure performance was being monitored within the organisation – this would help deliver transparency, as they could have confidence and trust in the information recorded. They also put plans in place to ensure that staff were clear on how and why awards were given, undertaking a review of how PRP was awarded. For the first time, employees were made aware of the percentage available dependant on both their and the organisation's performance.

Next, the team launched a series of new recognition initiatives. The Wheel of Fortune would give employees who had achieved performance objectives in the past six weeks the opportunity to be entered into a draw to win a spin of the wheel and a prize. eCards would allow employees to thank their colleagues for displaying one of the organisation’s positive “staff behaviours,” including acting with integrity, being customer focussed, innovation and working together.

The team introduced directors’ awards, whereby directors at these organisations are given a pot of money to delegate to employees who they feel have gone above and beyond expectations, have shown integrity, have worked together effectively or have demonstrated innovation. Employees are also able to nominate their colleagues for awards through the engagement platform. 

Long service has finally been acknowledged, with gifts presented at Watford Community Housing’s staff conference to employees who had completed 10, 15 or 20 years of service at the organisation. This combined with everyday, continuous recognition has allowed Watford Community Housing to create a culture of appreciation.