Employee Experience

Create a unit-level recognition program 

Last updated: July 21, 2025

Some of the most meaningful recognition doesn’t come from the top—it comes from colleagues who notice and appreciate each other’s contributions. A strong unit-level recognition program creates space for that kind of everyday appreciation to thrive. When employees are empowered to recognize one another, it builds trust, reinforces shared values, and fosters a culture where everyone feels seen.

To be successful, your program should reflect what your team values most, invite participation across roles, and have the structure to stay active year after year. A well-planned recognition program doesn’t just celebrate great work—it helps build a stronger, more connected team.

1. Define your program’s purpose, criteria, and budget

A meaningful recognition program starts with a clear purpose. What do you want to highlight—and why? Your program should reflect the values that matter most to your team and invite participation from across roles and levels. Involving employees early, especially in shaping what gets recognized, builds buy-in and ensures the criteria feel fair and inclusive.

As you define your program’s foundation, consider:

  • Will you recognize work that reflects your department’s mission or UW’s values—such as integrity, respect, collaboration, or excellence?
  • Will you celebrate contributions like reliability, teamwork, customer service, attention to detail, safety, or problem-solving on the job?
  • Will your program acknowledge both individual excellence and behind-the-scenes teamwork?
  • Familiarize yourself with the Washington state law RCW 41.60.150 that sets the $200 limit on employee recognition. From there, determine a reasonable budget for your unit, how often awards will be given, and how awardees will be celebrated publicly. To increase impact and equity, ask your employees what types of recognition feel most meaningful to them—then build that input into your planning.
2. Form a selection committee

A great recognition program reflects the voices of your whole team. Form a small committee that includes both staff and supervisors to guide nominations and select awardees. A transparent and inclusive process helps ensure your program feels fair and meaningful.

Tips for setting up your committee:

  • Choose members from different work groups to reflect diverse roles and perspectives.
  • Appoint a chair (or two) and define term lengths for continuity and fresh ideas.
  • Invite past award recipients to serve—many bring helpful insight.
  • Assign a program sponsor to support the group (this could be you or another leader).

Set clear voting and decision-making guidelines: will the committee select the winners or recommend them to a senior leader?

3. Set eligibility, timing, and nomination guidelines

Clear, consistent criteria help your program feel fair and accessible to everyone. Take time up front to define who’s eligible, how often awards will be given, and how nominations will work.

Eligibility and timing 

  • Decide on the basic rules for who can be recognized and when:
  • Will the award be open to permanent, nonpermanent, or temporary staff?
  • Is there a minimum length of service to be eligible?
  • Can someone win more than once?
  • Can a selection committee member also be nominated?

Nomination process 

  • Outline how nominations will be submitted and reviewed:
  • Will you use an online form or another method?
  • Will nominations be anonymous or shared with the nominee?
  • Who can submit nominations—peers, supervisors, everyone?
  • What information should be included (e.g., examples, impact, alignment with values)?

The more transparent and inclusive your process is, the more your program will be embraced.

4. Keep your program meaningful

The most effective recognition programs evolve over time. Set a regular rhythm—once a year or every other cycle—to step back and ask: is this still working for our team?

Ways to keep it fresh:

  • Survey staff about the program’s visibility, fairness, and impact
  • Invite ideas for new award categories or recognition moments
  • Review your criteria: does it still reflect what you value most?
  • Let the selection committee recommend updates based on what they’ve learned

Continuous improvement shows that recognition isn’t just a one-time event—it’s part of how you work and lead.