From Amy:

• Educate employees on the strengths of the senior leadership team. Schedule a panel discussion or plan a leadership lunch and learn. Share the bios of senior leaders with employees.

• Consider maintaining regular "office hours" when you can be reached if you are frequently offsite or away in meetings. Establish an "open door policy." Designate certain days/times of the week/month when you will make yourself available to answer questions and address concerns.

• Work with employees to create specific and practical Individual Development Plans (IDPs). Address both the near and long term goals. Plan to develop key areas of strength as well as areas of weakness.

• Story contest - Submissions for the story contest would come from the workforce. The specific topics and time frame would be determined and published in advance. The winning story would be posted in the newsletter and/or on the iShare. Acknowledgement emails, letters or certificates may be sent for each submission. Certificates may be presented to the winners.

• Managers and Supervisors can be given a group of KUDOs coupons. When they observe an employee doing something above and beyond their normal duties, they can issue a coupon. The coupon should be tracked so a list of issued KUDOs coupon can be published in the newsletter or on the iShare.

• Senior Leadership sends personalized cards to employees recognizing significant occasions for the employee. Cards could be sent for birthdays, anniversaries, weddings, births of children. This helps to show that the Leadership knows the importance of the employee's family life.

• Senior Leadership sends a personalized email to employees for something that they have done of significance. This helps to show that the Leadership is aware of and appreciates the contribution.