Publications, Forms and Information Resources

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

 

Practice Name: Fridays at Four Department: Fisher Center for Real Estate & Urban Economics Contact Person: Jo Magaraci, Supervisor Phone: (510) 643-6110 Email: magaraci@haas.berkeley.edu Web: Dept/Unit Head: Kenneth Rosen Control Unit: VCR

Workplace Issues Addressed Communication & Info Sharing, Community & Team Building, Faculty/Staff Relationships, Appreciation/Celebration of Differences Category Relationship Building

 

Description of the practice
This informal weekly gathering of faculty and staff provides opportunities for constructive feedback and discussion of the week's activities in a social environment. By building such a safe environment for open communication and providing feedback without recrimination, stronger bonds between managers and employees have been forged. An employee writes: "Fridays at Four is a wonderful way to end the week, wind down, and get started on the weekend as well as being an exceptional way our management shows appreciation for us as individuals and as a team. Working in an environment where the management values and respects our efforts does wonders for the group morale and makes coming to work fun. Imagine that? Having fun at work!"

Benefits of adopting the practice
These relaxing and memorable social events deliver enjoyment for the faculty and staff, building enthusiasm for the department goals, achievements and projects. This weekly event adds an opportunity to hear feedback, build strong working relationships, and share individual working styles, and is something everyone looks forward to at the end of the week. This practice meets the needs of a diverse workforce in the following ways: It builds bonds between two very diverse groups (faculty & staff). The practice is inclusive. There are procedural changes to close offices early so that all can attend. There is employee input in process.

How this practice works
Fisher Center management supports this practice. Departmental procedure changes have allowed the office to be closed to the public one hour early on Friday to accommodate this activity with the understanding that any critical activities that must occur during that time will be handled appropriately. Employees help each other out -- completing tasks so that everyone can participate in/attend these events. Faculty and staff share in bringing in the refreshments.

What you need in place to replicate this practice
Top level support. Departmental procedural changes to allow the office to be closed to the public one hour early on Fridays to accommodate this activity (with the understanding that any critical activities that must occur during that time will be handled appropriately). Faculty and staff share in bringing in the refreshments.

Tangible improvements to the department as a result of adopting this practice
Improved morale, cooperative teamwork, greater sense of community, increased productivity, stronger relationships between faculty and staff, better appreciation of individual working styles, safe environment for open communication/feedback without recrimination, stronger bond between managers and employees, employees feel appreciated.

Why this practice was so successful and is worth replicating
The Fisher Center has found that sharing humor and laughter in a social setting improves communication between co-workers and is beneficial to employee morale. Employees feel the time is productive, has meaning, and empowers employees. The Fisher Center recommends that all departments take time for this motivational activity that encourages communication, interaction, and appreciation by all.