The SRA Symposium - College of Medicine

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more importantly, individuals need to know that management is willing to listen and truly cares
about them.
Recognize that each person brings strengths to the work group. Focus and develop those positive
attributes in employees. When large group projects are at hand, try to ensure that each individual
is assigned to a task that will develop and strengthen their strengths further. The majority of the
times, when positive qualities are built upon, less desired behaviors are minimized. Whenever possible,
be a cheerleader for staff, promoting their good work to others as appropriate! This type of
recognition is cost free, yet provides a feeling of accomplishment to the individual that is recognized.
Simple thoughtfulness is another element that can boost an employee’s morale. Remember to recognize
birthdays and holidays. Most staff truly look forward to being remembered by management
on their birthday or another special occasion. Respect the privacy of staff who may not be thrilled
with the idea of the recognition of their significant birthday or event. Workgroups can convene for
a Dutch luncheon with all staff sharing in the expense that treats the birthday employee. A simple
gesture, such as sending grocery store, inexpensive, decorated cookies to workgroups for a holiday
such as St. Patrick’s Day is a morale booster, especially when the cookies are totally unexpected!
Try this sometime and reap the benefits of the goodwill that this simple act of thoughtfulness
provides.
Another example of thoughtfulness is to remember employees when traveling. Magnets, pens or
another small token of appreciation can be purchased from the city of the meeting and brought
back for each employee. It is important to realize and recognize that these individuals are continuing
to “hold down the fort” and support the mission, while the supervisor is away from the
workplace.
Other ideas for building team spirit might be to institute an activity such as the “End of the Month
Brunch.” One group of employees established that the last Friday of each month a potluck brunch
would be held. Each employee shared in the cost of the event by bringing an item that was suitable
for brunch, including juice, bagels, eggs, bacon, potatoes, etc. This event allowed the employees to
gather in an informal setting without a planned agenda. While some management might see this
as a waste of work time, often it became a forum to discuss issues that were viewed as obstructions
to a productive work environment. Possible solutions were discussed. Not only was this gathering
productive, the group became one of the most cohesive teams in the department. The team would
meet to discuss upcoming activities and issues facing the department. They presented ideas for
constructive resolution to issues facing the department without being prompted. The objective of
these informal gatherings from a supervisory point of view is to gain the “pulse” of the workforce.
To be effective, management must acknowledge the climate of workforce environment and take
action when necessary. The cohesiveness that was built around these activities made managing this
workgroup interesting and fun.
Formal recognition of staff is essential. Staff needs to receive praise for their contributions and
accomplishments in a peer setting. This can be accomplished by several means, recognizing
outstanding performances for single events or over a period of time. Have staff submit nominations
for employees of the month or quarter to an individual that does not have direct supervisory
responsibility. When recognizing the staff, read the comments that were submitted by their peers.
Small tokens of appreciation can be given out at the time of recognition. It is important to recognize
employees as soon as possible. Delayed recognition does not have the same morale boosting
effect and can be viewed by the individual as an afterthought by management. Never take credit
for a staff member’s work. Give recognition and credit where due. It is important that individuals
be given the recognition for their work contributions. There is not a quicker way to demoralize an
210 2005 Symposium Proceedings Book