Staff and faculty across the university have used creativity in submitting more than 850 cost-containment ideas to President David Skorton's suggestion box for cutting back in difficult times. But many departments and unit heads are also thinking creatively about how to meaningfully -- and in a cost-effective way -- thank staff members for their work and dedication to the university.

"It is nice to be able to give something tangible to employees to let them know how appreciated they are," said Cheryl McGraw, manager of employee outreach for the Division of Human Resources, "but it is more important to say 'thanks' on a daily basis. Whether it is a public or a private moment of recognition, people need to know that their work is noticed, that their contribution is appreciated."

McGraw is currently re-examining all of the recognition venues sponsored by the division to make sure that they remain meaningful for their participants while also realistic in their cost. For example, she is looking at the annual universitywide Service Recognition Dinner for staff who are celebrating a five-year service anniversary of 25 years or more, this year to be held April 1.

"Our aim is to minimize paper and maximize the experience," said McGraw. The biographical booklet that has been distributed at the dinner in the past, for example, has been discontinued. Taking its place will be a new Service Awards Web site at http://www.ohr.cornell.edu/serviceRecognition (to be launched in March) that lists staff members celebrating a five-year service anniversary this year, along with photos from past events.

Showing appreciation -- creatively and unexpectedly

Want some simple but creative ways to thank employees? Bob Nelson, author of "1,001 Ways to Reward Employees," offers these suggestions:

• Letters of recognition.
• Movies at lunch.
• Open-door policies.
• Contests at meetings.
• "Thank yous" on Post-it notes.
• 15-minute massages at work.
• Flexible work hours.
• Special coupons.
• Business card "thank-yous" from executives.
• Employee idea awards.
• Staff-of-the-month awards.

Several SkillBriefs are available through the online SkillSoft courses at https://cornell.skillport.com/ (search "recognition"). One of these, "Guidelines for Giving Recognition," provides the following advice for supervisors:

• Don't mix messages.
• Express appreciation for what the employee is doing well.
• Honor the employee for meeting company objectives.
• Make it possible for everyone to earn recognition.
• Don't forget ongoing small acknowledgements.
• Don't assume what motivates you motivates employees.

"This way, we are able to extend our thanks to a much broader audience and emphasize the connections between all of us in the university community," McGraw said.

Rob Osborn, director of facilities for Building Care, also affirmed the importance of connecting staff with each other and to the university at large through recognition. He noted that the semiannual Building Care Attendance Awards Luncheon, held Feb. 3, recognizes staff achievement and builds a sense of pride within the unit.

Osborn is also about to launch a new "muffin meetings" series with each of the 14 Building Care complexes; he will bring the muffins, and the custodial staff will provide coffee. These informal get-togethers will be held in break rooms across campus and give custodial staff an opportunity to converse with each other. The sessions also will give Osborn a sense of what is of most concern to custodial staff about their work, as well as give him a way of informally saying "thank you."

Such units as Campus Life, which held its annual kickoff event and all-staff meeting Jan. 9, also are adding smaller, more personal awards, such as the newly created "Cornell Dining R.O.C.K.S." to recognize exemplary service.

Universitywide events and programs that colleges and units can leverage for appreciation, however, are the most cost-effective. Osborn noted that the Benefair and Energy Fair can benefit staff members' personal and family lives. Encouraging staff to attend these as well as professional development workshops and seminars shows that a person's entire career, not just the work being done at present, is valued, Osborn said. He gives release time to staff to attend such programs and learning opportunities, because they show that "we genuinely care about them and want the best for them."

Individual colleges also are re-examining how they can show appreciation in the light of financial constraints. The College of Human Ecology, for example, is convening a brainstorming session Feb. 24 for supervisors. It will explore "How do you say 'thank you'?" said Lucy Pola, assistant director of human resources at the College of Human Ecology. "When do you say it publicly, or in writing, with gifts or food, or by providing opportunities for professional development?"

"It's all about community," said Betsy Shrier, director of administration, communication and outreach in the Division of Human Resources. "Our decisions about how to recognize employees need to be based on whether the recognition builds community and truly conveys how significant the work of the individual is to the functioning of the university. Especially in times of difficulty, we need community more than ever."