The Federal Government will Become America's Model Employer for the 21st Century.
Recruit, Retain and Honor a World-Class Workforce to Serve the American People.
Find out more about Federal compensation throughout your career and around the world.
Staffing to align with your agency's mission
Review the new 2014 Federal Employees' Group Life Insurance (FEGLI) Handbook
Answering your questions about Healthcare and Insurance
Manage your retirement online.
Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
OPM’s Human Resources Solutions organization can help your agency answer this critically important question.
Developing senior leaders in the U.S. Government through Leadership for a Democratic Society, Custom Programs and Interagency Courses.
Visit this federal site to search for our regulatory notices, proposed and final rules.
See the latest tweets on our Twitter feed, like our Facebook pages, watch our YouTube videos, and page through our Flickr photos.
"You get what you reward." Bob Nelson, author of 1001 Ways to Reward Employees, described. He particularly stressed the value of positive feedback, immediate recognition, informal recognition, and effective program design.
Nelson emphasized positive feedback and said supervisors should remember that it can be a motivating force for some employees. He suggested that when delivering feedback or presenting informal recognition, supervisors should remember to use the "I" format:
Nelson suggested three different methods that supervisors or managers can use to give their employees immediate recognition:
While on-the-spot praise is an immediate and easy method of recognizing employees' performance, Nelson noted other ways that employees could be given informal recognition. He gave several effective, low cost, and easy-to-do examples: create a wall of fame by displaying photos of achievers, give certificates of appreciation, present balloons, display computer banners, give award pins, or create a special award. Nelson said that designers of low-cost awards programs should be creative, the award should match the achievement, and the award should be given as soon as possible after the achievement.
Nelson also gave some suggestions to follow when designing a recognition program:
Nelson highlighted that "While money is important to employees, what tends to motivate them to perform and to perform at higher levels is the thoughtful, personal kind of recognition that signifies true appreciation for a job well done."
This information comes from a presentation by Bob Nelson, during the TRANSFORMATIONS 1997 post-conference workshop, "Making Effective Use of Employee Recognition."