Climbing Toward a Culture of Recognition
By Laura Parsons, Process Improvement & Change Management Intern
July 7, 2017
In 2015, CDOT launched a leadership recognition program to promote the notion that all employees could be leaders. Through the program, leaders pass "Leader Traveling Coins" and certificates to one another to recognize true leadership qualities. Since the program's inception, there have been 1,700 coin transfers, 1,221 unique coin recipients and 182 individuals recognized through articles on CDOT's employee intranet.
In 2017, I evaluated the program's effectiveness in promoting leadership and establishing a culture of recognition. Of more than 900 people I surveyed who had been formally recognized for leadership acts, more than 300 responded. The majority of respondents said the program was either beneficial or needed minor adjustments for future success.
Graph displaying the amount of respondants who have passed on their Leader Traveling Coin
Coins Motivate Peer Recognition
More than half of respondents said the program reminded them to actively seek ways to lead in their work environments. In some instances, the coin reminded people to lead their teams by example. "I work to be more patient, helpful and cognizant of my actions and behavior toward others," one recipient said.
For others, the coin prompted them to identify leadership qualities in their peers. One individual stated that "I have become more aware of others' positive attributes and actions. I try to recognize positive actions, on a daily basis."
Overall, coins motivate leaders to help one another "stay the course" as a symbol that their efforts were appreciated.
Additional feedback showed the program helps alleviate employee burnout. As one employee commented, "I've felt reenergized to continue to do good work. Intrinsically, I always want to do my best, but when overloaded, sometimes my motivation ebbs. The coins have helped me recognize the value I bring to the [Colorado Department of Transportation]."
Graph displaying the opinion of respondants regarding the usefullness of the coins
Another respondent said receiving a coin "improved my attitude that was slipping because I felt unappreciated." Others said the program improved self-confidence, and confirmed and motivated employees to continue doing good work. As a result, respondents felt their actions made a difference and encouraged them to "take more personal responsibility."
Most respondents whose behavior was impacted by receiving a coin say the program is valuable and will continue acting as leaders to meet their own standards—regardless of receiving peer recognition. "I have not changed how I do my job," one respondent said. "Before the coin program, I would strive to be the best I can be at work every day. That has not changed, as I don't perform my job to be recognized… if it does happen, I am grateful."
Seventy-one percent of employees who say the coins haven't imapcted their behavior also said the program made them feel recognized. One respondent stated that receiving a coin led him/her to "feel more confident in the work that I do." Another said receiving a coin motivated him/her to “continue to try and be the employee that earned the coin in the first place."
The coins provide the most value when personal meaning is attached, which is why those who pass along coins note the specific leadership characteristics that prompted them to award them. Recognition from peers and supervisors is one of the most important steps in improving employee morale. Leaders who rated the program highly were more likely to have been explained the coin's value and what actions led to their recognition.
Future Adjustments to Benefit the Program
I recommend that when leaders present one another coins, they also present certificates clearly stating what characteristics prompted the recognition.
Recipients should be encouraged to display their Leadership Traveling Coin Award certificate as:
A. Recipients would be more likely to pass along their coins when they have a token of recognition to keep as a personal memento.
B. Certificates clearly stating how the actions displayed showed leadership would add to the program's merit.
Graph displaying respondants opinions towards the statement, "When I received a Leader Traveling Coin, I felt recognized"
2. To maintain program integrity, presenters should be encouraged to pass along their coins for actions that go above and beyond one's standard work responsibilities.
By clearly stating why the presenter felt that the recipient's actions exceeded expectations, employees need not worry that coins are being passed for simply performing one's everyday job. Reinforcing this distinction, especially in a group setting, will increase the coin's personal value and prestige to recognized employees.
3. Consider holding off on adding coins into circulation for the 2018 fiscal year to keep the perceived value of the coins high. (See below for more details.)
Maintaining a Coin's Value
Feedback showed that some employees believe the coins could lose perceived value due to the large amount in circulation. "I think the number of coins in circulation has lessened the impact of a really good idea," one leader said.
Recommended Remedies
Incorporate a "break period [into the program] so when it comes around again, people can think about it more deeply."
Rebrand the coin yearly to distinguish coins from one another.
Retire coins after they have circulated a certain number of times.
A Positive Program
Surveying this program revealed that it continues to be valuable, with clearly defined areas of success (increased employee recognition and improved teambuilding), and clearly identified opportunities for improvement (employee morale and improved leadership). The survey also allowed employees to highlight areas of future improvement. As the program exists to promote a culture of recognition for CDOT employees, it's their voices that matter most. With these adjustments, the Leader Traveling Coin program can incorporate employees' voices into a continued beneficial program for all, and build a solid foundation for a culture of consistent recognition.