Supervisor Toolkit | Recognize
Non-Monetary recognition is about showing genuine appreciation, offering growth opportunities, and making them feel valued. Tailoring the recognition to the individual’s preferences and career goals can make the gesture even more meaningful and impactful. It is important to be aware that not all employees like to receive feedback or recognition in the same way; it may take some time to learn their preferences and what works best for the team overall.
Monetary recognition requires effectively managing your team's compensation by following the UW-Madison Salary Administration Guidelines, as well as understanding the distinctions between position changes, promotions, and pay progression.
After reviewing the strategies below, please check in with your department prior to implementation to obtain any necessary leadership and/or budget approval.
Key Resources
Resource Title and Link |
Resource Description |
|---|---|
| Salary Administration Guidelines |
Comprehensive policies and procedures for managing salaries, including setting initial pay, handling pay adjustments, and maintaining equitable pay practices. |
| Manager/Supervisor Compensation Resources |
This resource hub provides managers and supervisors with essential tools to attract, retain, and support employees through compensation-related best practices. It includes training on total rewards, salary determination, pay progression, coaching for retention, job descriptions, business title guidelines, and salary administration policies. |
Ideas for Non-Monetary Recognition
Public Acknowledgment
- Praise in Meetings: Recognize the employee’s achievements during team or departmental meetings. Highlight their contributions and explain how their work has positively impacted the team or organization.
- Department-Wide Announcements: Feature the employee in Department newsletters, emails, or on the intranet.
- SMPH In the Know Shout Out: Tell us about your colleagues who live our values and Shared Guidelines for Professional Conduct. Honor someone at go.wisc.edu/shoutout and we’ll share the Shout-Out in a future issue.
- Social Media Shout-Outs: If appropriate, share the employee’s accomplishments on the Department’s social media platforms, giving them public recognition beyond the Department.
Personalized Thank-You
- Handwritten Notes: A sincere, handwritten thank-you note from a manager or executive can be incredibly meaningful. It shows that the employee’s efforts are noticed and appreciated on a personal level.
- Verbal Thanks: Sometimes, a simple, heartfelt verbal acknowledgment can go a long way. Make sure the praise is specific and genuine.
Opportunities for Growth
- Professional Development: Offer opportunities for the employee to attend a conference, take a course, or participate in a workshop related to their field. This shows investment in their growth and future within the organization.
- Mentorship or Leadership Opportunities: Recognize employees by involving them in mentorship programs or giving them leadership roles in projects. This not only acknowledges their skills but also helps them develop further.
Additional Responsibility
- Special Projects: Assign the employee to a high-visibility project that aligns with their interests or career goals. This demonstrates trust in their abilities and can be a rewarding experience.
- Committee Involvement: Invite the employee to join or lead a committee, task force, or working group. This gives them a platform to contribute more broadly and influence the Department’s direction.
Social Recognition
- Recognition Wall: Create a wall or digital space where employees’ achievements can be posted. This can include photos, thank-you notes, or summaries of their contributions.
- Peer Recognition Programs: Implement a program where employees can recognize each other’s contributions. This could be through a peer-nomination system or a simple recognition board.
Team Celebrations
- Lunch with Leadership: Arrange for the employee to have lunch with a senior leader or the department head. This can be a special and memorable way to acknowledge their efforts.
- Team Outings: Celebrate the employee’s achievement with a team outing, whether it’s a simple coffee break, a team lunch, or an after-work gathering.
Awards and Certificates
Employee of the Month: Create an “Employee of the Month” award that comes with a certificate, a small trophy, or a featured spot in the office or on the intranet.
Custom Awards: Design a unique award that aligns with the employee’s contributions, such as a “Team Player Award” or “Innovation Award.”
Symbolic Gifts
Personalized Gifts: Give a meaningful, non-monetary gift, such as a book related to their interests, a framed photo of the team, or a custom item with the Department or University logo.
Recognition Plaques: Present the employee with a plaque or a desk ornament that recognizes their achievement.
Learning and Sharing Platforms
Knowledge Sharing: Offer the employee the opportunity to lead a workshop or presentation, where they can share their knowledge and skills with others. This positions them as a thought leader within the Department.
Speaking Opportunities: Provide the employee with the chance to speak at Department events or external conferences, showcasing their expertise and achievements.
Personal Development
Job Enrichment: Offer the employee more challenging tasks or projects that align with their career goals, allowing them to grow and develop new skills.
Cross-Training Opportunities: Enable the employee to learn new skills by participating in cross-training programs, which can be both a form of recognition and a way to expand their career options.
Employee Progression
At UW–Madison, employee progression is supported through a variety of professional development opportunities and resources. Here are some key aspects:
Professional Development Programs: UW–Madison offers thousands of courses, seminars, conferences, and online trainings each year. These are designed to help employees maintain, improve, or develop new skills and knowledge.
70-20-10 Model: This model guides professional development at UW–Madison, suggesting that 70% of learning comes from on-the-job experiences, 20% from interactions with others, and 10% from formal professional development.
Career Conversations and Goal Setting: Employees are encouraged to engage in career conversations with their supervisors, set career goals, and create professional development plans. This process includes self-assessments, career resources, mentor programs, and career counseling.
Grow as a Leader: There are specific resources aimed at helping employees unlock their leadership potential and grow as leaders.
Title and Standard Job Description Library: This resource provides information on how to progress in pay and career advancement within the university.
Monetary Recognition
Pay Progression Course: A structured program outlining the principles of pay progression, helping supervisors understand how employees can advance through compensation levels.
Performance Base-Building Increases: Details on how to implement performance-based salary increases, aligning employee performance with compensation growth.
Pay Increase Information: An overview of the different types of pay increases, including merit increases, market adjustments, and cost-of-living adjustments.
Compensation Toolkit: A set of tools and resources to assist supervisors in making informed compensation decisions.
Rate and Title Change Form: A standardized form to request changes to an employee's rate of pay and job title. Consult with your HR Business Partner on this process.
Pay Progression vs. Position Change
At UW-Madison, understanding the difference between pay progression and position change is crucial for effectively managing employee careers and compensation.
Pay Progression refers to the growth of an employee within their current position or title, typically achieved through skill development, increased responsibilities, or meeting predefined performance criteria. Progression is often associated with pay increases within the same job classification, reflecting enhanced proficiency or experience. This process is designed to reward employees for their continuous growth and contributions without necessitating a change in job title or position.
Position Change, on the other hand, involves a change in the employee’s job classification, which may include a shift in responsibilities, title, or even department. Position changes can occur for various reasons, such as organizational restructuring, filling a different role, or promotion to a higher-level position. This change may or may not result in an immediate pay increase, but it reflects a new role with different expectations and potentially a different pay range. Consult with your HR Business Partner to determine whether a position change requires recruitment.
Key Differences:
Pay progression is typically within the same role or job title, while a position change involves moving to a different role or title.
Pay progression focuses on recognizing and rewarding employee development within their current job scope. In contrast, a position change is driven by the organization's need to fill a different role or adjust roles based on business needs.
Compensation Adjustments: Pay progression usually involves base-building pay increases as employees meet specific criteria or milestones. In contrast, a position change could involve a variety of compensation adjustments depending on the level and scope of the new role.
Understanding these distinctions helps ensure that compensation practices align with both employee development goals and organizational needs.
This toolkit has not been designed to encompass the policies, processes, and considerations specific to faculty appointments. Please reach out to your Faculty Recruiter, HR Business Partner, or Faculty Promotions Specialist with any questions.