Publications, Forms and Information Resources

Workplace Success Stories - Best Practices 2002
Recognition Strategies for a Diverse Workforce

 

Practice Name: Early Birds Department: Library Contact Person: Susan Wong, Director, Library HR Phone: (510) 642-3778 Email: swong@library.berkeley.edu Web: Dept/Unit Head: Lee Leighton, Actg. Dir. of Lib. HR Control Unit: EVCP

Workplace Issues Addressed: Communication & Info Sharing, Community & Team Building Category: Networking/Info-Resources Sharing Across Depts/CU

Description of the practice
Early Birds is a regularly scheduled early morning breakfast meeting that brings library employees together to learn information about a variety of issues. It provides opportunities for folks to ask questions and network. An employee writes: "Since I have been working in the Library one of the things I have noticed is that folks from the top level of administration listen when one of us talks and have often indicated that they liked what they heard or learned something--often from an unexpected corner. The collegiality that flows from the Early Birds does not solve all the problems of working in the Library, but it helps smooth out the rough edges and makes it a better place to work than many departments on campus."

Benefits of adopting the practice
The Early Bird meetings help improve communication, employees are better informed, and there is a stronger sense of community and a supportive environment. Early Birds promotes fun/good will. This practice meets the needs of a diverse workforce in the following ways: There is employee input in the process. This practice is inclusive. Everyone is invited to attend.

How this practice works
Top level management support is needed. Department should have values. Take internal polls and get feedback. Need a small amount of seed money if breakfast is provided--or solicit donations from local vendors.

What you need in place to replicate this practice
Top level management support and funding (if a continental breakfast is provided). Department should have values. Take internal polls/get feedback. Events should be inclusive--extend invitations to all employees regardless of job duties or classification from the top down. Change the culture to one of fun, recognition, development--an emotionally safe environment.

Tangible improvements to the department as a result of adopting this practice
This activity improves communication. Employees feel more informed about what is going on. This activity promotes collegiality and there is a stronger sense of community in a supportive environment.

Why this practice was so successful and is worth replicating
This activity has been successful because it improves communication and morale, yet the cost is relatively modest. Creativity and energy are the primary investments. This activity brings people together who are physically spread out across campus and a broad spectrum of employees can participate.