Reward and recognition line manager flipbook

Everyday Staff Recognition – A Quick Guide for NHS Managers Purpose: To help managers recognise and value staff consistently, fairly and in a meaningful way without adding extra workload.

Sandwell and West Birmingham NHS Trust | The Dudley Group NHS Foundation Trust

Why Everyday Recognition Matters:  Boosts morale and culture  Improves staff engagement and retention  Reinforces how staff are valued and their contribution matters  Strengthens belonging and teamwork  Helps staff feel “seen” during times of pressure, challenge and change REMEMBER: Recognition doesn’t have to be big or formal to be effective.

The 5 Principles of Good Recognition

Timely - close to the event

Specific - name the behaviour and impact

Inclusive - across all roles, bands and shifts

Genuine - say it because you mean it

Consistent - small and regular beats occasional and grand

8 Simple Ways to Recognise Staff Every Day 1. Build it into what you already do and make recognition part of your daily routine.  Start a shift, handover or meeting with a quick thank you/shout out  End of week reflections – note 1 or 2 positives you’ve seen during the week and share them with the team  Add a standing agenda item to your team meetings: “What went well this week?”

2. Be Specific and Timely General praise (“good job”) doesn’t land as well as a personal genuine thank you, this has the greatest impact especially when it is specific and timely.

Use this simple structure: Thank you for [what they did] yesterday/today, it made a real difference because [impact on patient/team/service]

 Use 1-to-1’s to acknowledge effort, not just tasks Impact: It feels immediate and relevant, and not related to performance.

Impact: It builds clarity on what “good” looks like and reinforces values.

3. Make Recognition Personal

4. Use Everyday Channels & Tools:

Remember everyone values recognition differently...

Use staff systems you already have:

Ask: “What helps you feel appreciated or recognised for your contribution at work?”

 Quick MS Teams message

Some may prefer: • Private praise (a quiet thank you or an email) • Public acknowledgement • Opportunities to learn or develop (study days, shadowing, acting up)

 A handwritten thank-you note can go a long way

Impact: Makes recognition feel authentic, not one size fits all and specific to the individual.

Impact: Recognition becomes timely and visible without extra admin.

 A short verbal thank you face to face  Appreciative email

 Use an actual thank you card or download one by clicking here.

5. Empower Peer to Peer Recognition

6. Recognise the Unseen Work

Recognition shouldn’t only flow top-down.  Team thank you boards (physical or digital, eg MS Teams channel)  Thank you cards staff can give each other  Nominate a colleague for a weekly/ monthly highlight shared by the manager  Highlight peer appreciation messages as a manager  Invite staff to share and recognise in meetings  Staff recognition QR code.

Everyday NHS excellence is often invisible.

Impact: Builds a team culture and reduces pressure on managers to notice everything.

Impact: Staff feel seen, especially in pressured roles.

Actively recognise:  Emotional labour and kindness  Supporting colleagues  Managing risk quietly  Preventing problems before they escalate  Working flexibly during times of pressure

7. Link Recognition to our Values: Recognition lands better when it is clearly tied to patient care and NHS values.

DGFT Care Respect Responsibility

SWB Ambition Respect Compassion

Example: “This really demonstrated our value of compassion, thank you for treating that family with such dignity”.

Impact: Reinforces shared purpose, not just performance.

8. Build Recognition into 1:1’s and Appraisals Not just at appraisal time Start every 1:1 with: “What’s done well since we last met?”

Share one thing that you’ve genuinely appreciated that they’ve done.

Capture small wins throughout the year to share at appraisals

Impact: Recognition becomes continuous, not retrospective.

A quick Self-Check for Managers: Ask yourself: 

Who have I recognised this week?



Am I spreading recognition fairly and consistently across all roles and bands?



Am I sensitive to cultural preferences?



Have I recognised both outcome and effort?

Reflect periodically: 

Who am I recognising most?



Who might I be missing?

Impact: Builds trust and reduces perceptions of favouritism

FINAL NOTE: Everyday recognition is one of the most powerful tools a manager has.

What recognition tools and schemes are available to you?

We have developed a range of local recognition resources and suggestions that you could adopt to promote a culture of recognition and appreciation by encouraging team members to recognise and thank colleagues for their support, kindness, teamwork, innovation, and positive contributions.

Aims of the schemes: 1. Increase staff morale and engagement 2. Encourage peer-to-peer recognition 3. Celebrate positive behaviours and everyday achievements 4. Build stronger team relationships 5. Promote a culture of kindness and inclusion 6. Create a more positive, supportive and appreciative workplace 7. Create regular opportunities to recognise contribution and share success stories

Thank you /Recognition cards We have created a set of downloadable thank you and recognition cards for Birthdays, Work Anniversaries and Everyday recognition linked to the Trust values that can be individually personalised. These can be used by line managers, as well as colleagues, to recognise and thank each other. They will support in creating a culture of recognition and appreciation by encouraging team members to recognise and thank colleagues for their support, kindness, teamwork, innovation, and positive contributions. These cards are fully customisable for an individual member of staff and can be printed off or sent via email.

They are available on the Recognition intranet pages (Hub and Sparc) at each Trust or by clicking the below links: DGFT link: http://thehub/communications/

NewsPages/Thank%20you%20and%20 recognition%20cards.aspx SWB link: https://sparc.swbh.nhs.uk/page/reward-

and-recognition

We are recognised and rewarded

Local Recognition Scheme ideas Whilst corporate recognition schemes provide important opportunities to celebrate achievements, local recognition can often have the greatest day-to-day impact because it is timely, personal and meaningful.

This page provides ideas and suggestions that managers can use to recognise individuals within their own teams. There is no one-size-fits-all approach to recognition. The most successful initiatives are those that reflect the needs and culture of the team.

Recognition schemes can be simple and easy to implement, from celebrating milestones and achievements at team meetings to creating local awards, thank you boards or peer-to-peer recognition opportunities. The key is ensuring recognition is genuine and links to what matters most to your team.

Use the suggestions below as inspiration and consider how they could be adapted to suit your team. Small acts of appreciation can make a big difference to staff morale, wellbeing and engagement.

Shout Out Boards scheme

Team Star of the Month scheme

Purpose - A Shout Out Board is a highly visible way to promote appreciation, celebrate success, and strengthen team culture. It encourages regular recognition and ensures positive contributions are seen and valued by everyone.

Purpose - A slightly more formalised scheme that require a bit more setting up locally, but will again improve morale and strengthen recognition and team relationships.

How it Works - A dedicated Shout Out Board is displayed in a communal area (or as a virtual board within Microsoft Teams). Team members can write a “shout out” to recognise a colleague at any time. Messages are displayed on the board and shared during team meetings.

How it Works - Each month, team members can nominate a colleague who has made a positive difference. Nominations should explain: What the colleague did, The impact it had, Which team or organisational values they demonstrated.

An agreed panel review all of the nominations and selects the monthly winner and shares the reasons for their recognition with the whole team. All nominated colleagues receive acknowledgement, not just the winner. Nominations can be used for re-validation purposes (if in a registered job role).

Thank you jar recognition scheme Purpose - A Thank You Jar is a brilliant way to encourage regular appreciation and create a positive team culture.

Unlike a travelling award, it allows everyone to recognise colleagues at any time and ensures multiple people can be thanked each week.

How it Works - A decorated “Thank You Jar” is placed in a visible team area such as the staff room or rest area.

Team members complete a Thank You slip whenever they wish to recognise a colleague. The slips are placed in the jar and shared at regular intervals during team meetings, huddles, or in teams channels or WhatsApp Group. Everyone has the opportunity to both give and receive recognition.

Golden Mug

Thank you Thursday

Purpose - To create a fun, peer-led recognition programme where team members can thank and appreciate colleagues who have demonstrated outstanding teamwork, support, kindness, innovation, or lived the team’s values.

Purpose - A Thank You Jar is a brilliant way to encourage regular appreciation and create a positive team culture.

Unlike a travelling award, it allows everyone to recognise colleagues at any time and ensures multiple people can be thanked each week.

How It Works - Purchase a distinctive mug that becomes the team’s travelling recognition award. The mug should be filled with 2-3 small treats for the recipient and thank-you/appreciative message. The Golden Mug is passed from one team member to another as a thank you for something they have done.

How it Works - A decorated “Thank You Jar” is placed in a visible team area such as the staff room or rest area.

Team members complete a Thank You slip whenever they wish to recognise a colleague. The slips are placed in the jar and shared at regular intervals during team meetings, huddles, or in teams channels or WhatsApp Group. Everyone has the opportunity to both give and receive recognition.

For further information on these examples click on the link below: DGFT: https://nhs.sharepoint.com/sites/RNA_Home/Recognition_Rewardrecognition%20cards.aspx SWB: https://sparc.swbh.nhs.uk/page/reward-and-recognition

Celebrating Recognition in Action This page showcases examples of local staff recognition initiatives that have made a positive difference to individuals and teams. These case studies highlight how managers and teams have successfully implemented recognition schemes, the impact they have had on staff morale and staff engagement, and the lessons learned along the way. We hope they provide inspiration, practical ideas and confidence to help you develop meaningful recognition within your own teams. By sharing these stories, we aim to celebrate success, encourage the exchange of ideas and support managers in creating positive workplace experiences for all staff.

Overview of Dudley Group corporate schemes Committed to Excellence

Healthcare Heroes

Long Service Awards

Committed to Excellence is our annual staff awards which recognises individuals and teams who have made an outstanding contribution to their ward or department, and who have, in some way, helped to make a real difference to patients. Staff are invited to nominate their colleagues from January until March, these nominations are then revised down to a longlist which is voted on by panels made up of key individuals from the Trust. All finalists are then invited to an Awards evening that takes place in July, and winners presented with a certificate, glassware and vouchers.

Healthcare Heroes is an opportunity to recognise and reward the great work of our teams, individuals and volunteers.

We feel that 10, 25, 35, 40 and 50 years are big milestones in an NHS career, and we recognise this annually in our Long Service Awards. The date provided by the ESR system for your years to be recognised, is reliant on your historical data being correctly updated. To be recognised for your long service, please confirm with payroll that your start date is correct.

Staff and patients submit nominations each month via the Hub using the link below: https://hero.dgft.nhs.uk/ Nomination/New) The winners are chosen by the Group Chief Executive and are paid a surprise visit and presented with a certificate and prize. All Healthcare Hero winners, both individual and teams, are automatically entered into the long listing process for the Committed to Excellence Healthcare Hero Individual award and Healthcare Hero Team award.

Overview of Dudley Group corporate schemes Greatix

Prize Draws

To learn from excellence and share best practice, GREATix is a positive learning system where staff can highlight a team, individual or pathway that is helping us provide better patient care via the Hub or by using the link below:

We regularly reward our staff with prizes in our Prize Draws. These are often seasonal, done during Easter, Valentine’s Day and Christmas, with prizes relating to the season. All staff are entered automatically and are then invited to join a Prize Draw briefing with our Group Chief Executive who discusses the latest Trust news and then performs the draw. Staff who join the briefing get entered twice, and all winners are notified of their win. Winners can afterwards retrieve their prize from the communications department.

(http://dgft-datix-p01/datix/LiveNew/index.php?form_ id=19&module=INC) These examples of good practice are then highlighted in our monthly Team Brief sessions which all staff are invited to and where the latest Trust information is presented by our Group Chief Executive.

Overview of Sandwell & West Birmingham corporate schemes Shout Outs

Prize Draws

Shout Outs allow colleagues to recognise those who have gone out of their way to help with something or who you may have witnessed them make a difference to a patient or colleague.

We regularly reward our colleagues through our seasonal prize draws, which take place throughout the year during celebrations such as Easter, Valentine’s Day and Christmas.

The top Shout Outs receive a certificate, voucher and presentation from Group Chief Executive, Diane Wake.

If you believe a member of your team, or someone from elsewhere in the organisation deserves a mention please click the link below to give them a shout out! They may have gone out of their way to help you with something, or you may have witnessed them make a difference to a patient or colleague.

Give your colleague a shout out! Survey Providing an email address for the person nominated is given they will receive an email. If you do not know this information, please put their manager’s email address so it can be passed on. A selection of Shout Outs are published in the SWB Family Facebook group and in Team Brief.

Every colleague is automatically entered into the draw and invited to join a special prize draw briefing hosted by our Group Chief Executive. During the briefing, colleagues receive the latest Trust updates before the winners are drawn live.

Those who attend the briefing receive a bonus entry, doubling their chances of winning. All winners are contacted directly and invited to collect their prize from the communications team.

Overview of Sandwell & West Birmingham corporate schemes Star Awards

ARC Star

Star Awards is our annual staff awards which recognises individuals and teams who have made an outstanding contribution to their ward or department, and who have, in some way, helped to make a real difference to patients.

ARC Star is our employee recognition scheme where staff can nominate their colleagues for an award.

Staff are invited to nominate their colleagues; these nominations are then revised down to a longlist which is voted on by panels made up of key individuals from the Trust. All finalists are then invited to an Awards evening in October and winners presented with a certificate, glassware and vouchers.

Keep a look out for more information on the intranet advertising when voting is open annually and details of the shortlist and winners

An ARC Star is someone who consistently lives our Trust values of Ambition, Respect, and Compassion. They will go above and beyond to make a difference to both their colleagues and patients. They display our values and behaviours in everything they do.

How does ARC Star work?

ARC Star is open for anyone to nominate. Nominations can be submitted via a simple online form.

All the nominations will be judged, and a winner will be chosen monthly. They will receive a visit from a member of our executive team, who will present them with a certificate, their very own ARC Star pin badge, and a special voucher to thank them for all their hard work.

To nominate a colleague, click the link: https://uk.surveymonkey.com/r/ARCStar

Overview of Sandwell & West Birmingham corporate schemes Long Service Awards

Retirement Awards

Our Long Service Awards celebrate the commitment of colleagues across our Trust.

We offer qualifying colleagues an award to the value of £500 to be redeemed as a gift (no cash equivalent) upon retirement from the Trust. To qualify, colleagues must have twenty years continuous employment service at Sandwell and West Birmingham NHS Trust. Eligible individuals apply for and claim the award (subject to approval) within 3 months following the date of retirement. The gift is purchased by the individual and reimbursed by the Trust following receipt of proof of purchase. Please see the SWB Retirement Policy for full details.

Colleagues who have completed 20, 30, 40 and 50 years of continuous service (not including Trust Bank work) in the NHS are eligible for recognition with colleagues receiving a badge, certificate and voucher. There is also an award for 10 years’ service which includes a badge and certificate. The award event takes place once a year.

Colleagues are identified for an award using the continuous service data held within ESR and notified via email when they are due to receive one.