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The Power of Workplace Recognition & Positive Reinforcement 

Fostering a culture of appreciation is essential to maintaining a motivated, engaged, and high-performing workforce.  With Employee Recognition Day coming up on March 7th, it’s the perfect time to reflect on the importance of acknowledging and rewarding your employees for their contributions. 

Why Recognition Matters

Recognition isn’t just about making people feel good—it drives real business results.  When employees feel valued, they are more engaged, productive, and committed to their work.  According to leadership expert Dale Carnegie, “People work for money but go the extra mile for recognition, praise, and rewards.

Effective recognition leads to:

• Increased productivity
• Enhanced employee well-being
• A stronger team culture
• Employee retention
• Greater job satisfaction

Understanding Reward vs. Recognition

While often used interchangeably, reward and recognition serve different purposes:

Rewards are tangible incentives given in exchange for specific achievements.  Examples include bonuses, gift cards, promotions, equity, experiences, meals, training opportunities, etc.

Recognition is about celebrating achievements through praise, often in intangible ways.  This can include a shout-out in a team meeting, a personal thank-you note, or peer-to-peer recognition.  

Both play a critical role in fostering a positive workplace culture and should be timely, personalized, and linked to demonstrated company values, specific behaviors aligned with the desired culture, or positive business outcomes.

How You Can Celebrate Employee Recognition Day

On March 7th, take a moment to show appreciation for your employees.  Here are a few simple, yet impactful ways to celebrate, or check out the links below for more great ideas:

• Write a handwritten or digital note of appreciation
• Give a shout-out in a meeting or company-wide channel
• Nominate a team member for a recognition award
• Bring in an engaging guest speaker
• Hand out a small gift
• Cater in lunch or pass out treats 
• Host a team-building event
• 100 Employee Appreciation Day Ideas
• 50 Ideas for an Unforgettable Employee Appreciation Day 2025

Let’s use Employee Recognition Day as a catalyst to reinforce a culture where appreciation is embedded in your organization.  By recognizing your employees’ efforts, you strengthen your team and create an environment where employees feel valued and motivated to succeed.  

And to all our HR colleagues reading this, THANK YOU for all that you do—your contributions make a difference every day!

March 2025 President's Message ~ Scott Chase, SPHR, SHRM-SCP

As we welcome the month of March, I’m excited to celebrate the ongoing growth and strength of the SHRM-KC community. This is the time of year when we reflect on the progress we’ve made and look forward to new challenges that will help us continue growing professionally.  March marks the beginning of Spring, a season of renewal, growth, and opportunity. It’s the perfect time to think about how we recognize and celebrate the employees who make our organizations thrive. Employee recognition is more than just a pat on the back—it’s an essential practice for boosting morale, enhancing engagement, and fostering a positive workplace culture.

As HR professionals, we know that engaged employees are the backbone of any successful organization. Recognition is a powerful tool that drives employee satisfaction, retention, and productivity. Yet, it’s often the simplest gestures that make the most significant impact. Whether it’s a small thank-you or a grand gesture, taking the time to recognize your team members shows them that they are valued.

But recognition should go beyond just an annual event or a one-time thank-you. It should be woven into the fabric of your organization's culture. Here are a few creative and meaningful ideas for employee recognition that can be implemented throughout the year (Read more):

1. Personalized Thank-You Notes: In our digital age, a handwritten or personalized thank-you note can make a lasting impression. Take a moment to write a note to an employee highlighting their specific contributions. It’s a small, yet powerful gesture that shows appreciation on a personal level.
2. Peer-to-Peer Recognition Programs: Encourage employees to recognize one another by creating a peer-to-peer recognition program. This could be as simple as an online portal where employees can publicly acknowledge a colleague’s hard work, or a more formalized monthly award given to those who’ve demonstrated exceptional teamwork or leadership.
3. Spot Awards: Incorporating spot awards for exceptional performance is an excellent way to reward employees on the spot. These can range from gift cards to extra time off or even a shout-out at a team meeting. The key is to make sure the recognition is timely and specific to the behavior you want to reinforce.
4. “Employee of the Month” with a Twist: Instead of the typical “Employee of the Month,” try creating unique categories that recognize different contributions. For example, an “Innovator of the Month,” “Team Player of the Month,” or “Positive Attitude Award.” These categories allow for a broader range of employees to be recognized, highlighting the many ways people contribute to an organization’s success.
5. Celebration of Milestones: Celebrate work anniversaries, birthdays, and other personal milestones to show employees they are seen and appreciated. Organizing small celebrations or virtual events where team members can gather and acknowledge these milestones can create a sense of community within your organization.
6. Learning and Development Opportunities: Another way to recognize employees is by investing in their growth. Providing access to training, courses, or certifications shows employees you value their development and want to support them in their career progression.
7. Shout-Out Wall or Digital Recognition Board: Create a physical or digital “Shout-Out Wall” where employees can leave messages of thanks or praise for one another. This can be a fun, collaborative way for employees to express appreciation and stay connected, especially in remote or hybrid work environments.
8. Wellness Days or “Me Time”: Recognize hard-working employees by offering additional time off, whether it’s a mental health day, a wellness day, or flexible hours. Giving employees the chance to recharge not only acknowledges their hard work but also promotes a healthy work-life balance.
9. Surprise Recognition: Sometimes the best recognition is unexpected. Consider surprising an employee with a coffee delivery, a special lunch, or a small gift for their efforts. The element of surprise can make employees feel valued and create a sense of excitement and appreciation.

Let’s continue to be leaders in our organizations by recognizing the hard work and dedication of our employees, and in turn, creating an environment where everyone can thrive.

I look forward to connecting with many of you at our upcoming events, including our next Monthly Membership Program on March 11th entitled: “Trauma Informed Caring for HR, Leadership, and Resilience” presented by Lisa Charlson.  Registration and Networking start at 11:15 and the presentation starts at Noon at Grand Street Café.  I hope to see you there, as we continue to grow and support one another on our HR journeys. 

Scott

Unlocking Your Potential: The Value of a SHRM-KC Membership

In today's dynamic and ever-evolving world of work, staying ahead of the curve is crucial for HR professionals. Whether you are looking for connections with your peers, credibility within your organization, skills to build your professional competence or an avenue to hone your leadership skills, SHRM-KC is a critical element in your personal strategic plan!

Why Should You Get Involved in SHRM-KC?

Elevate Your Expertise:

• Access to exclusive resources, including webinars, workshops, and conferences, designed to enhance your knowledge in areas like HR analytics, employee relations, and talent acquisition.
• Gain valuable insights from industry leaders and thought-provoking discussions with fellow HR professionals.

Expand Your Network:

• Connect with a diverse community of HR professionals from various industries and backgrounds.
• Build meaningful relationships that can lead to valuable career opportunities and collaborations.
• Participate in networking events, social gatherings, and volunteer opportunities to expand your professional circle

Enhance Your Credibility:

• Demonstrate your commitment to professional development and the HR field.
• Gain valuable credentials and certifications that enhance your resume and career advancement prospects.
• Position yourself as a respected and knowledgeable HR professional within your organization and the broader industry

Develop Your Leadership Skills:

• Gain valuable leadership experience by volunteering for SHRM-KC committees and taking on leadership roles within the organization.
• Hone your communication, collaboration, and problem-solving skills while contributing to the success of the HR community.

Benefits of Membership:

• Allows you to take full control of your own professional development
• Demonstrates your competence, experience, credibility, and dedication to the HR profession
• Grants access to publications and legal updates
• Provides multiple opportunities to network with leading industry experts and other HR professionals
• Offers discounts on conferences, workshops, and other professional development opportunities

Join a Committee:

1. Membership - This committee focuses on the recruitment of new members, retention of current members, and the planning of networking opportunities. Each month, the committee hosts a virtual "New Member Orientation". The committee meets on a regular basis. Reach out to Molly Meek at mmeek@holmesmurphy.com and Julia Kruckow at jkruckow@vancebrothers.com for more information about this committee.
2. College Relations and Emerging Professionals - This committee works with our local SHRM-KC student chapters and student members to prepare them for a future career in human resources. Roundtables with experienced human resource professionals are held twice per year. Discounted dues are also available for student members. Our Emerging Professionals group supports professionals new to the human resources field with networking opportunities and a mentoring program. Contact Susan Ebel at susan.ebel@insperity.com if you are interested in this committee.
3. Workforce Readiness - This committee works within the community, and with employers, to provide worker training and development opportunities to maintain a skilled workforce. The committee is also focused on removing barriers that may prevent qualified workers from being fully considered for jobs. The committee plans activities around Missouri SHRM's HR Day of Service and SHRM initiatives at the national level. Contact Aisha Woods at awoods@iha1.org if you would like to join this committee.

Not a member yet?

Join SHRM-KC today and unlock your full potential as an HR professional. Visit our website https://www.shrm-kc.org/join-us to learn more about membership benefits and join our vibrant community.

January 2025 - SHRM’s Government Affairs group has released their 2024 Year-End Review Advocacy Impact Report that details the advocacy wins SHRM had in the year with federal and state policies. Click HERE to view the full report.

SHRM-KC Mentoring Program

The SHRM-KC Mentoring Program provides opportunities for Emerging Professionals to gain an experienced HR practitioner’s perspective on growing in their career and becoming a successful HR professional. The program allows Emerging Professionals to learn more about the industry or a specialized function of HR, grow their professional network, and develop a meaningful, professional relationship over the program length. Mentees in this program should be employed full time as a human resource professional and have less than five years of professional experience.

Mentors also benefit from the program by contributing to the professional development of the future HR workforce, assist emerging professionals in beginning or transitioning into successful careers, and give something back to the profession. Mentors in this program should have at least ten (10) years of experience as a human resource practitioner.

The Mentoring Program is designed to be a one-year relationship and can continue on an informal basis indefinitely. The program is designed to meet the busy lives of both mentors and mentees with flexibility on how the mentoring relationship is designed. To see the design of the program, please click here to view the Mentor-Mentee Agreement form. Visit the Mentoring tab on our website for more information!

Managing Stress During the Holiday Season

While the holiday season and end-of-year parties can be full of festive fun, they can also be stressful and take a toll on your emotional well-being. Putting your emotional wellness on the backburner may cause mood changes and feelings of irritability, hopelessness, and isolation. Consider the following tips to manage stress as holiday celebrations pick up:

• Practice healthy habits. Maintaining a consistent sleep schedule and eating a balanced diet will help ensure you have enough physical and mental energy to tackle responsibilities and challenges.
• Stick to a routine. It’s important to keep a daily schedule for work and personal time. Checking items off your to-do list can also help you feel accomplished on a daily basis.
• Decrease caffeine and alcohol use. Although alcohol and caffeine often appear at celebrations, these substances can provoke feelings of depression, anxiety, and other mental health challenges.
• Maintain your boundaries. Your calendar may quickly fill up with work, personal and social events. Get comfortable saying “no” and reducing extra activities or tasks so you aren’t overloaded.
• Incorporate positive activities. Get into the habit of caring for yourself and doing activities that make you happy. During the fast-paced months, it’s vital to slow down and prioritize self-care.
• Recognize your holiday stress triggers and relievers. Financial pressures and personal demands are common triggers. Stress may cause you to lean on harmful stress relievers and fall into unhealthy habits. Staying in tune with your feelings and caring for yourself is essential. If you have concerns about your emotional wellbeing, contact a mental health professional.

Creating Psychological Safety in the Workplace: A Key to Effective Teams

In today's rapidly evolving work environment, psychological safety is critical for fostering team collaboration, creativity, and overall success. Coined by Amy Edmondson in 1999, psychological safety is defined as a “shared belief held by members of a team that the team is safe for interpersonal risk-taking." This concept has become a cornerstone for teams aiming to thrive in challenging and dynamic workspaces.

What is Psychological Safety at Work?

Psychological safety at work refers to an environment where team members feel they can share their ideas, voice concerns, and take risks without the fear of embarrassment, rejection, or punishment. In such an atmosphere, individuals can:

• Brainstorm openly
• Share half-formed thoughts
• Challenge norms
• Provide honest feedback
• Disagree respectfully
• Support each other

In a psychologically safe team, leaders are expected to value honesty, candor, and truth-telling. This promotes an inclusive, innovative, and high-performing workplace.

Why Psychological Safety is Crucial for Workplace Success

Psychological safety isn’t just a “nice to have”—it has a direct impact on the organization’s performance. Here are several key reasons why:

Increased Employee Engagement: When employees feel safe, they are more likely to engage in team meetings, collaborative projects, and problem-solving, which enhances productivity.

Encourages Diversity & Inclusion: Safe environments welcome diverse voices and perspectives. Psychological safety is essential for building a culture where individuals from different backgrounds can thrive.

Fosters Creativity and Innovation: Employees are more willing to share creative ideas and take risks when they know they won’t be judged harshly for thinking outside the box.

Improves Well-being: Psychological safety leads to a more mentally healthy work environment, reducing stress and promoting optimal performance.

Reduces Turnover: When employees feel valued and safe, they are less likely to seek employment elsewhere, reducing turnover rates and associated costs.

Boosts Team Performance: Engaged, healthy, and committed employees who feel supported tend to perform better, leading to improved team outcomes.

The Four Stages of Psychological Safety

Dr. Timothy Clark, author of “The 4 Stages of Psychological Safety," introduced a model that outlines four stages teams go through to develop psychological safety:

Inclusion Safety: Individuals feel accepted and welcomed into the team for who they are.

Learner Safety: Employees are free to ask questions, seek feedback, and make mistakes as they learn.

Contributor Safety: Team members feel confident in sharing their ideas without fear of retribution.

Challenger Safety: Employees feel secure questioning the status quo, offering dissenting opinions, and proposing new ways of doing things.

How to Recognize Psychological Safety in Your Team

It can be challenging to assess the level of psychological safety within a team. However, a few key indicators can help determine whether it exists:

• Team members feel comfortable admitting mistakes.
• There is openness in bringing up tough issues.
• Differences are respected, and diversity is embraced.
• People are willing to take risks and ask for help when needed.
• Unique skills and talents are recognized and utilized effectively.

Conversely, signs of a psychologically unsafe workplace include prolonged project timelines, reluctance to ask questions, high levels of absenteeism or presenteeism, and rampant office gossip.

Skills and Actions for Leaders to Foster Psychological Safety

Creating a psychologically safe work environment starts with leadership. Leaders need to develop several key skills:

Communication: Leaders should practice active listening, encourage input from all team members, and ensure that everyone’s voice is heard.

Conflict Resolution: Promoting respect and addressing undermining behaviors head-on is crucial for maintaining a positive team dynamic.

Accountability: Leaders must model the behavior they wish to see by being open to feedback, admitting mistakes, and leading by example.

Vulnerability: By showing vulnerability, leaders encourage a culture of openness where mistakes are seen as learning opportunities rather than failures.

Empathy: Empathetic leaders create a space where individuals feel seen, heard, and understood, which fosters deeper connections and trust within the team.

How Team Members Can Promote Psychological Safety

Team members also play a vital role in fostering a safe environment. They can promote psychological safety by practicing active listening, asking thoughtful questions, providing support, and encouraging creativity. By building an environment of trust and respect, both leaders and team members can create a thriving and dynamic workspace.

Psychological safety is foundational to building strong, high-performing teams. When employees feel safe to express themselves, they are more engaged, creative, and committed. By fostering a culture that prioritizes psychological safety, organizations not only boost team performance but also create a healthier, more inclusive workplace. To learn more about physical safety, check out https://www.shrm.org/topics-tools/tools/express-requests/fostering-psychological-safety.

HR Certifications

Are you considering getting an HR Certification? How do you decide which one to get? Do you need a certification?

SHRM-KC recently hosted a Coffee Chat with Lori Kleiman of HR Topics. She shared information about certifications in general and the courses she offers on her website: www.HRtopics.com.

There are two major organizations that offer certifications, HRCI (Human Resources Certification Institute) and SHRM (Society for Human Resources Management). HRCI has been active for over 50 years and offers the PHR (Professional in Human Resources) and SPHR (Senior Practitioner in Human Resources) certifications. SHRM began offering the SHRM-CP (Certified Professional) and SHRM-SCP (Senior Certified Professional) in 2014. The PHR and the SHRM-CP are geared toward HR Generalists while the SPHR and SHRM-SCP are intended for HR Managers and Directors.

Lori believes that a certification is valuable, but having multiples does not add additional value. The HRCI tests can be taken anytime by signing up at https://learn.hrci.org/. SHRM offers two testing windows per year, one in Fall/Winter and one in Spring/Summer. Visit their website https://www.shrm.org/events-education/education for more details. Recertification credits are readily available for certifications from both organizations.

Lori offers TESTPREP sessions and gives a discount to SHRM-KC members. The next class begins Tuesday, September 10th and details can be found on our SHRM-KC events page. This course includes many extras to help you prepare. You can find Lori’s complete course offering on her website. One to note is HR 101 geared towards emerging professionals.

If you are looking for a self-guided learning experience, SHRM provides Certification prep tools and study aids via their website. In addition, SHRM offers scholarships and grants for testing, courses, and memberships. There is a grant application opening September 3rd from the SHRM Foundation for those seeking certification. To find more information and apply, visit their website at https://www.shrm.org/foundation/scholarships-grants-awards.

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