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Resources & Tools

Resources and Tools

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The annual member survey helps us respond to your health and safety needs through relevant, quality, and timely education and programming.
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In long-term care it is increasingly apparent that who is on shift is just as important as how many staff are on shift. Quality care is difficult to achieve when we do not routinely engage with one another in a positive, or civil, manner.
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Programs & Services

Programs and Services

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Leading from the Inside Out
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Guidelines & Regulations

Guidelines and Regulations

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WorkSafeBC’s healthcare and social services planned inspection initiative focuses on high-risk activities in the workplace that lead to serious injuries and time-loss claims.
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WorkSafeBC is releasing a discussion paper with proposed amendments to the Current Rehabilitation Services and Claims Manual that guide wage rate decisions related to short-term and long-term disability compensation. Recommended amendments include: These changes may affect your claims costs. Click here to view the proposed changes and offer feedback to WorkSafeBC – The deadline is 4:30 p.m. on Friday, […]
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Get PSyched! - May 2024

Recognition and reward

A workplace where there is appropriate acknowledgement and appreciation of employees' efforts in a fair and timely manner.

Recognition and reward play pivotal roles in promoting and maintaining psychological well-being in the workplace. These practices involve acknowledging and appreciating employees' contributions, achievements, and efforts in ways that positively impact their mental health. Organizations can create an environment that fosters motivation, engagement, and a sense of belonging among employees by providing constructive feedback, expressing gratitude, and offering both tangible and intangible rewards. Moreover, recognition and reward initiatives reduce stress levels, enhance job satisfaction, and cultivate a positive organizational culture where individuals feel valued, supported, and empowered to thrive.

For leaders

Here are five actionable strategies that leaders and managers can implement to harness the transformative potential of recognition and reward:

  1. Cultivate a culture of appreciation: Lead by example and make appreciation a fundamental aspect of your leadership approach. Regularly acknowledge and celebrate your team members' achievements, efforts, and contributions, publicly and privately.
    • Peer appreciation board: Create a dedicated space in the break room or employee portal where frontline workers can publicly recognize and celebrate each other's achievements and acts of kindness. Encourage team members to post notes of appreciation and gratitude, fostering a culture of acknowledgment and support.
    • Spotlight awards: Establish a monthly or quarterly recognition program highlighting exceptional performance and dedication among frontline workers. Nominate individuals who demonstrate exemplary teamwork, innovation, or customer service and reward them with personalized certificates, gift cards, or other meaningful tokens of appreciation.
  2. Provide timely and specific feedback: Offer constructive feedback promptly, focusing on specific actions and outcomes. Recognize individual strengths and accomplishments while guiding improvement areas, fostering continuous growth and development.
  3. Personalize recognition efforts: Take the time to understand each team member's unique preferences and motivations. Tailor recognition and reward initiatives to align with their interests, values, and aspirations, ensuring meaningful and impactful gestures of appreciation.
  4. Offer a variety of rewards: Embrace diversity in your recognition and reward offerings, encompassing both tangible and intangible incentives. From monetary bonuses and gift cards to extra time off and personalized thank-you notes, we provide various options catering to different preferences.
    • Flexible rewards program: Offer frontline workers the flexibility to choose their preferred rewards or incentives based on their preferences and interests. Whether it's additional paid time off, wellness benefits, or opportunities for career advancement, tailor rewards to align with your team members' diverse needs and motivations, ensuring maximum impact and engagement.
    • Wellness challenges: Participate in or start wellness challenges or competitions that promote physical, mental, and emotional well-being, such as mindfulness exercises or healthy eating initiatives. Recognize individuals who actively engage in self-care and wellness practices.
    • Professional development opportunities: Invest in the growth and development of frontline workers by offering access to training workshops, seminars, or certifications related to psychological health and safety. Recognize and reward individuals who take the initiative in enhancing their skills and knowledge, empowering them to thrive in their roles and contribute to a positive work environment.
  5. Foster peer-to-peer recognition: Empower team members to recognize and celebrate each other's achievements. Encourage a culture of peer-to-peer acknowledgment, where colleagues can express gratitude, offer praise, and support one another's success, strengthening bonds and fostering a sense of camaraderie.

By prioritizing recognition and reward as integral components of your leadership strategy, you inspire and motivate your team and create a workplace environment where individuals feel valued, empowered, and motivated to perform at their best.

For employees

Frontline workers play a pivotal role in shaping the workplace environment and fostering a culture of positivity, support, and inclusivity. Their health, safety, and overall well-being are important, which is why we're excited to introduce resources and initiatives designed to empower you on your journey towards psychological health and safety.

Here's How Frontline Workers Can Contribute:

  • Lead by example
  • Share your voice: Participate in feedback sessions, surveys, and focus groups to provide input on initiatives related to psychological health and safety, ensuring that your perspective is heard and valued.
  • Be a peer champion: Take the initiative to uplift and support your fellow frontline workers. Offer encouragement, lend a listening ear, and extend kindness to those facing challenges or experiencing stress. Your empathy and support can make a world of difference to someone in need.
  • Engage in self-care
  • Celebrate milestones

Recognition and reward

Featured Resources

Here is a pocket card leaders can use to remind you of different ways to recognize and reward your team.
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Recognition and reward

Web links

This resource, from the BC Public Service Agency shares information on how to do a performance review, look at values and talk to an employee using a strengths-based approach. Feedback can be a great way to recognize someone and reward them using metrics.
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This resource from the BC Public Service Agency talks about the different types of recognition and reward and examples of how to demonstrate them.
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Recognition and reward resources

The trickle-down effect: How prioritizing mental health in the workplace boosts retention and recruitment efforts   In recent years, there has been a noticeable surge in the conversation surrounding mental health support in the workplace. Employee retention is a pressing concern for Canadian employers, as evidenced by statistics from Canada’s Labour Code Records indicating an average […]
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Why does recognition matter?  Recognition is essential when work is demanding and emotionally challenging. When faced with complex situations, appreciation can serve as motivation and encouragement to endure.  How does recognition psychologically affect us?   Understanding the psychological effects of recognition is essential in the workplace, as it directly impacts employee motivation and satisfaction. According to […]
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