Dear Bureau Pat:

I recently moved into a manager position and have had the fortune to work with some competent, some adept, and even some exceptional staff members.  Recently, one of those exceptional staff members stepped up to execute with great outcomes a project that required extra hours and attention.  I will definitely note this in her annual performance appraisal, but that is months away and I think she deserves recognition now.  What can I do?

Dear Thoughtful:

While it may be fun to play bad cop and discipline employees, providing recognition for good work is the sign of a good manager.  And, studies have shown that recognition is a key factor in employee satisfaction that correlates with higher employee retention, customer satisfaction, and productivity.

Federal managers often wait until the end of a cycle to show their appreciation.  That being said, there’s no reason to avoid laying praise where it belongs, so long as standards for excellence are high enough.  The last thing we all need is to hand out rewards for mediocrity – that’s best left to the Daytime Emmy’s.  

Most agencies have a formal recognition program, not so ironically called the “Employee Recognition Program.”  I suggest you look into your agency’s specific awards by networking with the human resources staff, since these types of awards (plaques, certificates, etc.) can be a key addition to one of your staff’s “love me” walls.

It is always nice to provide immediate recognition with a little cha-ching! Therefore, I first recommend the on-the-spot cash award.  Most agencies divvy these funds up equitably between their work units and you may be limited on the amount of the award based on your budget. 

Bureau Pat has seen awards that range from $25 to as high as $1,000.  Yes, being a fed can treat your pocket well if you’re a strong performer with a good supervisor/manager.  You can also give on-the-spot awards to employees in other offices.  One caveat: those funds will come from your staff’s allocation. So be judicious, but don’t let that prevent you from recognizing truly exceptional performance even if it is not one of your own.

Other forms of recognition include a letter of recognition.  Bureau Pat has used this on many occasions for external staff that went the extra mile for me or my staff.  This is done by simply writing a well written memo to the member’s reporting chain that reflects the individual, their contributions and the positive outcomes.  The tool provides concrete documentation of exceptional performance and gives the member visibility they may not typically receive.

Also don’t overlook the value of a simple complement, it goes a long way!  Just make sure that compliment has no sexual overtones or your butt will end up in the EEO office.

The time you spend providing recognition will serve you and the organization ten-fold.  Cash in the pocket and a pat on the back will keep your employees smiling and working hard…well, maybe not all of your employees, but certainly most of them.  

The Only,