Resource Information for Supervisors & Managers
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An Informational Bulletin Published by the Personnel Commission
Acknowledging Employees
Employees are paid to complete a job so why do supervisors have to acknowledge the work of those employees?
Shouldn’t it be enough that an employee receives a monthly salary? Why should supervisors praise an employee for
doing the work they have been hired to do? These questions are common among supervisors but are not always easy to
answer.
Most employees gain personal satisfaction by finishing a job that has been done well. However, it can often be more
rewarding when another person, especially a supervisor, acknowledges and appreciates the hard work that has been
done. Employees want and sometimes even expect others to notice their accomplishments and achievements. Generally, employees are proud of the work they perform but many still want to be acknowledged for good performance.
Failing to recognize an employee for good job performance can make him/her feel unappreciated and undervalued.
Acknowledging the work habits of employees is an important aspect of any supervisor’s job. Often times, supervisors
fail to inform an employee when he/she has done a good job. More often than not, an employee only hears from the
supervisor when performance is poor or when something has been done incorrectly. This can create problems for both
the employee and the supervisor. Some of the problems include:
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Feelings of being picked on or singled out.
Frustration with the lack of knowledge regarding expectations.
Poor attendance or other performance issues.
Feelings of no support from management.
All of the aforementioned problems can lead to low morale and low productivity. The employee can become unapproachable and hard to work with which can create an uncomfortable working environment for others. Supervisors
need to remember that most employees need guidance and that an employee does not know what is expected of him/her
unless informed. One way to let an employee know what is expected is by providing feedback. Supervisors should let an employee know when a job has been done well. However, it is also
just as important for supervisors to tell employees when work
needs to be improved.
Whether an employee is performing above or below standards, it
is important to provide the employee with constant feedback so
they understand what you, as a supervisor, expect. Feedback also
provides an employee with an understanding of what type of work
is or is not acceptable. Employees need feedback so that they
know what they are doing well and what may need improvement.
Providing employees with feedback also helps the supervisor understand the needs and concerns of the department.
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott., Chair
December 2005
David H. Iwata
Calvin W. Hall, Ed.D
Karen Martin, Personnel Director
(213) 891-2333
Frequently, supervisors forget to praise an employee for doing a good job. Periodically praising employees can help
improve the productivity and overall morale of a department. An employee who is recognized for good performance
will often feel that his/her work is appreciated. The employee will strive for more recognition which will help create
a better working environment. Other employees will also take notice and may strive to work harder in order to be
recognized for their work. Some of the ways a supervisor can acknowledge the good work of an employee is to:
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Complete a “Notice of Outstanding Work Performance.”
Send an employee a handwritten note or even an e-mail.
Say “Thank You” when an employee has done well.
Acknowledge the employee and his/her work in a public business setting , a department
meeting for example. Make sure the employee is comfortable with public acknowledgement.
Complete performance reviews and provide examples of positive performance along with
examples of what needs to be improved.
There are some basic guidelines to remember when recognizing an employee’s work habits. Some things to remember when acknowledging an employee is:
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Give immediate feedback or acknowledgment.
Be specific about the employee’s job performance. Explain what he/she did well or what
needs improvement.
Praise should be given when an employee goes above and beyond what is expected.
Don’t acknowledge one employee when a group is responsible for the outcome. This can
create resentment among the group and lead to poor productivity with future assignments.
Don’t always single out one person. This can create competition among employees.
MEMBERS OF THE PERSONNEL COMMISSION
James A. Srott., Chair
December 2005
David H. Iwata
Calvin W. Hall, Ed.D
Karen Martin, Personnel Director
(213) 891-2333