Archive for the "Strategic Recognition & Company Values" Category

Who Should You Recognize at Work?

by Lynette Silva

Several cards for saying "thanks"Recognize This! – Every employee should be contributing to your success. All are deserving of recognition.

I love my job. Every day, I get to help people find ways to make their work environments and culture more appreciative, grateful and purpose-driven. That’s powerful stuff. Arriving at such an important end goal, however, requires involving all employees in the effort. After all, every employee contributes to the culture of the company (whether good or bad).

The ramifications of this are quite broad. Many are calling 2015 the year of the retention challenge, with good reason. A recent KPMG global survey of “people and change practitioners” in their member firms highlighted this challenge, but also noted retention issues are different (quoting):

  • Skills shortages are set to increase as globalization and competitive pressures take hold across sectors and industries and improving economic conditions spur employees to seek new jobs.
  • Two-thirds of survey respondents say it is more important to address the talent needs of all employees, in the context of the business and its strategy.
  • Just over half agree or strongly agree that pursuing high potential talent at the team’s expense puts the business at risk.

A key theme of those findings is what we’ve been discussing for years – the efforts of all employees matter, otherwise why do we employ them? So if all efforts matter, we should be doing much more to invest in all employees in terms of training and development, tools and solutions to get the job done, and recognition and rewards.

For too long, resources have been concentrated on top performers primarily or fully at the exclusion of others. Our goal instead should be to offer those top performers the recognition, skills development and resources they deserve, but also ensure we are doing the same for the “Mighty Middle” – those 70% of employees in the middle of the performance bell curve. By focusing more time, attention and investment in these employees, we will move many of them up the bell curve into top performer range. At the very least, we are increasing the skills, commitment and engagement of a far greater percentage of employees – all proven to contribute to increase performance, productivity and retention.

Where to start? The KPMG survey points out an important path – “in context of the business and its strategy.” What guides your strategy? Many organizations have defined strategic objectives (goals) and core values (desired behaviors in achievement of those goals). That’s the ideal starting point. Work to embed those objectives and goals deeply into the daily efforts of every employee. Very specifically recognize employees when they do so. Empower everyone to praise and appreciate each other when they see the same. Provide a method and mechanism to make it fun, fast and easy to do so.

How are you viewing retention challenges in 2015? What’s your plan to retain needed talent?

 

Compensation Cafe: Maslow’s Hierarchy of Needs Is More Fluid than You Think

logo for Compensation Cafe blogRecognize This! – Frequent, timely, and specific recognition and appreciation are integral to achieving personal, team, departmental and organizational goals in 2015.

Every new year brings about a time of reflection, especially on what we want, need and desire in the coming months. As a fan of Maslow’s Hierarchy of Needs, the terms “wants, needs and desires” always makes me think of him and how he presented the basic human requirements beginning at the bottom of a pyramid with base physiological needs of solving for hunger and thirst, moving up to self-esteem and self-actualization at the pinnacle.

By the hierarchy is not so, well, hierarchical. Earlier this week, I shared on Compensation Cafe Maslow’s own opinion, “We have spoken so far as if this hierarchy were a fixed order but actually it is not nearly as rigid as we may have implied.”

As I discuss, I see the needs illustrated by Maslow as very real, but perhaps appearing more in a virtuous circle in reality. Check out the full post for more on this, including commentary from Psychologist and Organizational Consultant Susan David and supporting research conducted by LinkedIn on the importance of acknowledgement of everyday achievements.

How do you view Maslow’s Hierarchy?

Have a Plan for an Appreciative and Grateful 2015

by Derek Irvine

Chalkboard depiction of complex planRecognize This! – Recognition and gratitude don’t often happen by accident. A clear plan for being more appreciative leads to greater sustained engagement and personal commitment.

My colleague Brenda Pohlman shared a lovely post on Friday about her New Year’s Eve tradition with her husband. At the end of each year, they share their “top 10 best days of the year” with each other. The exercise causes them to focus on what went well throughout the year, concentrating their gratitude and appreciation for these days and the people in them.

What particularly touched me about her post, however, was how it evolved from an initial and impromptu question of “What was your best day of the year?” to each living more thoughtfully throughout the year to notice and catalogue those best days. That intentionality shows planning, foresight and proactivity to anticipate and engender best days.

As we enter 2015, that started me thinking about how we can and should show intentionality in appreciation and gratitude in the coming year. That requires a plan.

Here’s the outline of my plan for recognition and gratitude in 2015.

1) Pay attention

The first step in any effort to increase recognition (an outward expression of appreciation of others) and gratitude (an inward acknowledgment of my own appreciation of the goodwill from others in my own life) must be the simple act of paying better attention to occasions worthy of recognition and gratitude.

2) Intentionally acknowledge

Daily life is quite busy and full of myriad distractions. It’s easy to become consumed with an attitude of “get it done.” Far more important to personal well-being and sustained engagement and commitment is to intentionally pause, notice and appreciate the good work and effort of those around us.

3) Review and track

Being timely in giving recognition and expressing gratitude is critical to our happiness in the moment throughout the year. The ability to holistically review and track those individual moments at the end of the year gives us a greater sense of fulfillment, achievement and accomplishment in conjunction with a community of others important to us.

A social recognition system provides the mechanism necessary to make it easy to pay attention, intentionally acknowledge, and review and track recognition and gratitude throughout the year and in a comprehensive manner. Simply having a system in place removes the barriers to recognition for everyone, making it possible to create a culture of recognition and gratitude in which appreciation flows naturally.

What’s your plan for being more intentional in your expression and experience of appreciation and recognition in 2015?

If You Can’t Be Sincere, Don’t Recognize at All

by Derek Irvine

Sincere words have a profound impact on a life.Recognize This! – Without sincerity, appreciation and praise fall flat.

When we consult on social recognition, a common (and important) question is, “Yes, I understand and agree with the value and importance of recognition, but how do I recognize well? How do I coach others to do the same?”

There are many principles of good, effective employee recognition that we’ve written about elsewhere – timely, frequent, aligned with core values and objectives, calibrated to level of effort and contribution, involves everyone – but the most important is that the recognition is sincere.

Why is sincerity so important? The Switch & Shift blog put it quite well:

“Where compliments are concerned, the medium with which we must always start is sincerity. Even the most articulate compliment etched from a sense of obligation, routine or self-aggrandizement will be about as effective as having fashioned the David from dryer lint. As Matthew Gordon pointed out, ‘Gratitude that isn’t genuine is worse than no gratitude at all.’”

People can sniff out insincerity very quickly. A half-hearted or even well-intentioned but uninformed moment of praise falls flat because the gratitude isn’t real. It isn’t sincere. Think about wedding toasts you may have heard. The worst toasts, the ones that leave the wedding guests cringing, are those where the best man is focused on the audience the first, on getting a laugh, or setting himself up for praise. The best toasts, however, are the ones where the best man is totally focused on the newly married couple, concerned only with celebrating them and their love for each other.

This holiday season, give the gift of sincere gratitude and appreciation. Here are three tips to keep in mind:

1) Make it about them, not you – Always have the recipient at the heart of your message. Be sure to specify what they did, the exemplary way in which they did, and the impact those efforts had on others.

2) Be detailed and personal – A casual, “Hey, thanks” or “Thanks for all you do” just leaves the recipient wondering, “Thanks for what?” and “Do you even know what I do?” Take an extra few minutes to share a truly personal moment and detailed expression of gratitude with the recipient.

3) Put your heart into it – A top hallmark of sincerity is your own vulnerability, especially if you’re in a position of seniority over the recipient. The need for acknowledgment, praise and appreciation is deeply human. Show your humanity.

What might such a sincere message look like? Perhaps something like this:

“Tom, your contribution to the team on the McQuinn project was the lynchpin in us being able to deliver the project ahead of schedule and under budget. Your trademark ingenuity under pressure really shined when you came up with the idea to reuse an older system that, with some minor tweaks for updating, perfectly suited the client need. I’ve come to rely on you over these last several months as someone whose wit and wisdom not only helps the team achieve our targets, but makes our work together more fun and energizing. I deeply appreciate that aspect of your personality and thank you for bringing your whole self to our team.”

Who do you need to sincerely appreciate this holiday season?

Finding Your Hidden Influencers Is Easier Than You Think

by Lynette Silva

Web of people, with one prominentRecognize This! – Hidden influencers are the people that keep your organization running smoothly. Tapping into their strengths can deliver great benefits. Your social recognition program can find them.

What do I do? I don’t help companies implement employee recognition programs. I partner with company leaders to help them create or strengthen a culture of recognition and appreciation across the entire organization. Anyone who has undertaken culture change can attest that is a heavy burden. And it can’t be done by a project team alone.

You need on-the-ground influencers. You need local people who work in the cubicles, on the shop floor, and on the front lines. Without them, change initiatives fail.

Earlier this year, McKinsey published an article on “Tapping the Power of Your Hidden Influencers.” I highly recommend a full read of the article as it summarizes quite well the fundamental challenge of most change efforts – they are led by the wrong people.

Yes, you need executives visibly taking ownership of any change, explaining why the new approach is important to them and to the company. But then you need people at every level of the organization also communicating a very personal message of why it should matter to you. McKinsey explains who these people are:

“Informal influencers exist in every organization, across industries, cultures, and geographies. They are, simply put, people other employees look to for input, advice, or ideas about what’s really happening in a company. They therefore have an outsized influence on what employees believe about the future, as well as on morale, how hard people work, and their willingness to support—or resist—change.”

But how do you find these influencers? McKinsey points out that influencer patterns rarely follow the org chart, company leaders are terrible at identifying the true influencers, and very few influencers are senior leaders. In that reality, McKinsey recommends “snowball sampling” to find the influencers. This is done through short, anonymous surveys asking, “Who do you go to for information at work?” Or “Whose advice do you trust and respect?” Then you compile the answers and see whose names rise to the top most often. Those are your hidden influencers.

When working with customers on changing company culture through powerful, positive recognition and appreciation, we, too, look for these hidden influencers. We typically refer to them as recognition ambassadors. Identifying them can be done in similar ways. Very early in our relationship with new customers, we’ll often conduct a brief recognition survey to assess current attitudes and levels. (This helps establish desired metrics of success as the program evolves). We also include these hidden influencer questions to help find ambassadors.

These people play a very important role. They aren’t helping to just launch a new employee recognition program. They’re instrumental in creating culture change through frequent, timely and specific appreciation of colleagues’ successes and contributions. That’s no small feat. How do you equip them for success?

  • Make the role special – Invite ambassadors to participate, explain why they’ve been chosen for the role, and set expectations for what they can do and how they will contribute.
  • Invite their input – Ambassadors are trusted by their colleagues for a reason. They demonstrate good judgment and a clear understanding of the real working environment. Those are exactly the traits you need as you’re making key decisions about your new social recognition initiative. Involve your ambassadors in as much decision-making as possible.
  • Treat them as leaders – You’d never launch a new strategic initiative and not keep the executive team informed of progress. Ambassadors must be treated the same way. They are now personally invested and deserve the same level of information and reports. (And then they can help carry forward that message, too.)

We’ve consistently seen the use of ambassadors drive much more rapid program adoption and thereby achievement of desired strategic program goals.

Done well, your recognition program can become your snowball sampling mechanism for future change efforts. We recommend structuring your program so that every recognition moment reinforces something important to the success of your organization –often one of your core values or strategic objectives. If you’ve done that, you can quickly see which employees are more regularly recognized for specific values or objectives. Let’s say one of your objectives is improved safety and “safety” is one of the reasons for recognition in your system. If you’re planning a particular campaign around safety, you can see who has been more regularly recognized for demonstrating key safety behaviors. These are your people that “get it.” They are your safety influencers. They should be your safety ambassadors.

Who are the hidden influencers in your organization? How do you find them? How do you tap into their influence today?

What Do Employees Want Most? Appreciation and Good Relationships at Work

"thank you" translated into multiple languagesRecognize This! – Research from the Boston Consulting Group and The Network show employees around the world most need to know their work is valued and appreciated.

“They are different in [insert country other than your own.] They want different things than we do.”

How true do you believe that statement to be? Do you wonder if anyone’s recently tried to quantify those perceived differences or, better yet, find the commonalities?

This Fall, the Boston Consulting Group (BCG) and The Network did just that in their “Decoding Global Talent” report, which aggregated 200,000 survey responses on global mobility and employment preferences from employees in 189 countries. The survey primarily looked at what would make employees willing to work abroad, regardless of home country. But one particular finding struck me as most enlightening – regardless of desire to relocate, all respondents “are putting more emphasis on intrinsic rewards and less on compensation.”

Chart from BCG reportThis chart (Exhibit 8) from the report shows the most important job elements to survey respondents, with appreciation for work and relationships with others leading the list.

It’s no surprise “appreciation for your work” leads the list. We need to know our work matters. One survey respondent, a logistics supervisor in Morocco, put it best: “What you do is what you are and what you are is what you do. You must be appreciated.”

We invest so much of ourselves in our work. We need to know that others notice and appreciate our efforts. It’s more powerful validation than a paycheque alone, and a basic human need.

Good relationships with those with whom we spend the majority of our time is no less a need. That’s why it’s also not a surprise that good relationships with colleagues and supervisors also top the list. Indeed, the top two key findings of our most recent Fall 2014 Workforce Mood Tracker report found that (1) peer relationships are critical to the modern work experience because of amount of time we invest at work, and (2) having friends at increases commitment to the company.

The global study from BCG pointed to an additional finding on relationships at work I found fascinating. Level in the organizations determines, in part, the types of relationships I value most. That’s why peer recognition and appreciation programs are vital to employee happiness and engagement at work.

“Workers lower down on the hierarchy assign more importance to their relationships with colleagues than to their relationships with superiors—exactly the opposite of higher-level managers.”

And finally, the importance of these factors to recruiting and retaining employees cannot be underestimated. The BCG report summarizes this way:

“Even as employers have begun to modify the branding they use to recruit workers—correctly anticipating the shift to a postcrisis world in which money isn’t everything—companies have not really done much to push their reward systems toward new and compelling “total offers” that include many of the attributes relating to culture, relationships, and appreciation that employees covet these days. Instead, company rewards are still largely built around compensation, and the culture inside many companies remains hierarchical, with complex guidelines, limited flexibility, and highly political agendas. It’s the rare employer that has found a way to institutionalize appreciation—the attribute that workers, especially younger workers of Generation Y, now seem to crave…

“But there need to be other kinds of expertise, too. In particular, HR needs to find ways to get more involved in shaping corporate culture, in encouraging meaningful relationships between and among bosses and workers, and in ensuring that appreciation for a job well done gets the company-wide attention it deserves. Otherwise, the most talented employees will leave and companies will face a strategic disadvantage.”

There no more effective, efficient way to shape culture, encourage meaningful relationships, or ensure appreciation for a job well done than a social recognition program that encourages all employees to frequently, sincerely and specifically recognize and praise their colleagues for good work in line with company core values. This is what is proven to build cultures of recognition quickly across global organizations, big and small.

What is your most important job element?

Platinum Rule of Recognition: It’s Not about You – It’s About Them

by Derek Irvine

Image of blue goldfish swimming opposite of school of gold goldfishRecognize This! – A key aspect of effective employee recognition is providing appreciation in the way most meaningful to the recipient.

The Golden Rule – “Do unto others as you would have them do unto you.” – is a good philosophical approach to life. But it doesn’t fully apply to employee recognition.

Too often, when we think about appreciating and recognizing others for contributions, work well done, or results, we think about how we would want to be recognized. But that ignores the needs and desires of the person we are trying to honor. And isn’t that really the point of recognition? To make the recipient feel valued, noticed and appreciated, and not to toot our own horn?

That’s why I like the idea of the “platinum rule.” Sharon Sloane, CEO of Will Interactive, recently discussed the platinum rule in terms of her leadership style. In this Corner Office interview, she said:

“It means, do unto others as they would have you do unto them. It recognizes that not everybody is motivated by the same thing. You can’t necessarily fulfill everyone’s wishes, but it’s crucial to understand what makes them tick.”

If you enjoy being publicly praised and acknowledged, don’t foist that preference on someone who hates the spotlight but would enjoy being praised in a private meeting with you. If you personally believe, “Getting paid is recognition enough,” realize that many people are motivated by understanding the impact and role of their work within a bigger picture. Frequent, timely recognition outside of a paycheck accomplishes this goal more readily.

Paul White, co-author of The 5 Languages of Appreciation at Work, points to some of these differences:

“What we have found is that people differ in how they want to be shown appreciation and encouragement. Verbal compliments are meaningful to some. To others, words are cheap and spending time with them is important. Helping employees dig out when they are behind on a project, or handing out restaurant gift cards or sports tickets after a particularly tough week, can be effective ways to convey support.

“For older workers, a handwritten personal note is often seen as very meaningful. But for millennial males, receiving something handwritten offers little added value. The key for them is the speed in which the feedback is given, preferably within 24 hours, as opposed to a few days.”

Paying attention to generational differences in recognition preferences can also pay dividends to your organization. Fast Company reported:

Research by Deloitte is projecting that millennials will make up 75% of the global workforce by 2025. They are supportive of—and engaged with—companies that care about more than a high-profit margin. Leaders are noticing the change. According to Deloitte, 78% of business leaders rate retention and engagement as urgent or important.”

Recognition is the most powerful lever for increasing employee engagement and creating a positivity dominated workplace culture that employees don’t want to leave. Committing to recognizing others the way they want to be recognized is a critical step in that process.

How do you prefer to be recognized? How might that differ from your peers or members of your team?

Why Employee Engagement Matters in Healthcare

by Derek Irvine

Patient with DoctorRecognize This! – Engaged employees directly and powerfully impact customer satisfaction, which translates to patient health and safety in the healthcare industry.

Employee engagement is critical to customer satisfaction. This has been proven by study after study. And engagement is critical in any industry from retail to manufacturing to high-tech to pharmaceuticals. But personally, if I had to pick an industry in which I’d want employee engagement to be particularly high due to its impact on me as a customer, that industry would be healthcare.

I want the nurses, doctors and support staff who care for my physical well-being to be fully invested in my “customer satisfaction,” because that means they are fully invested in my health. That’s why I was pleased to see this article that included interviews with executives from two large health services systems in the U.S. Both executives express commitment to the factors that drive employee engagement to ensure patient safety and satisfaction. Both also offer powerful guidance for leaders in any industry.

Kevin Gwin, vice president of patient experience and communications for Ardent Health Services

“Nurse and staff loyalty and engagement play the most important role in generating patient loyalty—it’s where we begin. I cannot ask our employees to change, if our relationship with them is not in the right place.  I must ensure we’re staffed appropriately, they have the tools and equipment they need, they have trust in administration and their supervisor, they receive consistent, accurate communication and they feel recognized and valued before I ask more of them on the patient side.”

Kevin points to three critical factors, two of which are:

  1. Resources – Don’t expect people to do the job if you’re unwilling or unable to give them the tools necessary to do so.
  2. Trust and communications – Give people the guidance and context they need to understand the “bigger picture” and commit with you to achieving it.

Vic Buzachero, corporate senior vice president, innovation/HR/performance management for Scripps Health

“Three areas stand out as key to creating a patient-centered culture. First is leadership that provides clear direction and ‘walks the talk.’ Second is the alignment of work and human resource systems and practices that focus, reinforce, and reward behaviors that support the patient experience… Third is finding ways to isolate those efforts by service line. Pin-pointing the data by service line or room number or physician or a small group of nurses revolutionizes how leaders transform the culture… This changes the whole game; Instead of focusing on the whole house, you can target educate, target coach and target recognize. You can identify your hospital’s champion physicians, nurses, and staff and use them to educate and coach the others.”

Vic calls out two additional scenarios, while also referencing recognition.

  1. Leadership – Similar to Kevin’s “trust and communication,” leaders set the tone. That responsibility cannot be abdicated.
  2. Reporting and Intervention – This is fundamental. If your goal is to improve processes, services, delivery, etc., across all units, then you need to target your efforts based on those who need intervention, using those who are already getting it right to assist in making those improvements.

All four of those efforts are made easier with the common critical element called out by both executives – Recognition. Frequent, timely and specific recognition helps people see the deeper meaning of their work and reinforces in the moment the behaviors, outcomes and efforts you desire in all employees. But it also gives you far more data – the information you need on areas for success and areas for improvement.

How are you gathering data you need to make better decisions as leaders and communicate with staff?

Finding Your Hidden Heroes – Listen to Their Peers

by Lynette Silva

Bruins Hockey Team Logo with "Strong"Recognize This! – Your “Steady Eddie” employees are the people who make it possible for your stars to shine. They deserve recognition and praise, too.

If Traci Pesch can blog about her beloved Cleveland Cavaliers, then I can about my own Boston Bruins. I moved to Boston more than 20 years ago from West Texas. Needless to say, ice hockey wasn’t a sport we followed where I grew up. But from my first hockey season at Boston University, I was hooked. It’s just such a fast-paced, exciting game, it’s impossible to not get a rush just watching it.

And then there’re moments that bring you to tears. In this case, happy tears. Did you see the sweet story of Liam Fitzgerald last week? I can’t set it up any better NBC Sports did, so I’ll rely on their words:

Liam Fitzgerald is an eight-year-old who has Down syndrome and was diagnosed with Acute Lymphoblastic Leukemia at four. He battled with cancer for three and a half years and has beaten it. He’s also a big Adam McQuaid fan, to the point where Liam dressed up as him for Halloween in 2013. When McQuaid learned of him, the Bruins defenseman arranged for him and his family to be guests at a game in February. He was invited back on Tuesday and this was the result:” (Email subscribers, click through for the video.)

This video has been the talk of the office for days. A colleague of mine, Eric Bauer, had this to say about it:

“It’s great Liam is such a fan of McQuaid. McQuaid’s no superstar, but no slouch either.  He’s one of the most unsung heroes of the Bruins over the last few years.  Every night, he quietly gets his job done, and his presence on the ice is definitely felt.  Although on Tuesday night, McQuaid was superman to Liam (and all the Bruins who fist-pumped Liam as they returned to the locker room).”

So what’s the lesson I draw from all of this? Your superstar employees tend to get the most attention and adulation, but it’s often those in the “mighty middle” that make it possible for those stars to shine. As Eric pointed out, McQuaid is not a superstar, but Patrice Bergeron wouldn’t be the superstar he is without McQuaid “making his presence on the ice felt and getting the job done.”

But Liam noticed. Liam picked the hero that most matched himself – the person who quietly gets the job done and makes those around him happier along the way. And that’s often true in the workplace, too. It’s peers and colleagues who often notice the value of the “Steady Eddies.” That’s why peer recognition is a critical component of a social employee recognition approach. Empower everyone to praise and appreciate your hidden heroes.

Who are your people that “get the job done” but perhaps don’t get the praise your stars often do?

Thank You for Your Service – A Lesson in the Power of Thanks From Our Military Service Members

by Brenda Pohlman

Poster showing all branches of military with "Honor Courage Loyalty" BannerRecognize This! – When recognition and appreciation fully permeate your culture, astounding things can be accomplished, often in the worst of situations.

If you ever doubted the power of recognition, consider the military. I’d venture to say that perhaps no institution on the planet is better at recognition than our armed forces.

Today is Veterans Day in the U.S. (and Remembrance Day in many other countries). It’s a holiday near and dear to my heart. Three of my family members are veterans, two of whom are in their 20th year of active duty. Military service is, as they say, a family affair. I’m not a military spouse or parent mind you, just a sister and daughter, but even in my periphery role I’ve had the chance to be involved. I’m enormously proud of my family’s service to our country and am grateful for the countless opportunities I’ve been given to glimpse a peek into the military lives of my loved ones.

But it wasn’t until I worked in the recognition business that the theme of these experiences became so darn obvious to me. It’s all recognition! As a civilian observer (and recognition strategist) I can clearly see that it is utterly embedded into every corner of military culture. Each of the numerous ceremonies and celebrations I’ve attended throughout the years have been oriented around a recognition moment of some kind – situations focused on acknowledging an individual or team for their commitment and good work…and family was invited to be part of it. Imagine that.

Even the most casual interactions with service members are so often laden with recognition. The simple act of being introduced by my family members to their coworkers includes the inevitable sharing of “why this person is great” stories on both sides. It’s as if there’s a genuine eagerness to publicly and sincerely praise colleagues in front of their loved ones.

The evidence of recognition is everywhere, even at home. My brother’s house, for example, is chock full of representations of career recognition moments – framed handwritten notes of thanks and congratulations, photos signed by legions of teammates, official commemorations of important milestones. The décor is what a designer might describe as “Navy chic,” akin to other trendy decorating styles only with way more recognition on display!

Clearly, this is all by design. The military is simply leveraging the power of thanks to motivate and engage its employees. And it’s doing so in a big, bold, social, emotionally impactful way.

If recognition, praise and appreciation is embraced by the military to inspire people to do amazing things with enormous risk and often immeasurable personal sacrifice, imagine what it can do for your workforce.

On this Veterans Day, take a lesson from our men and women in uniform and thank a coworker. Then pay it back by thanking a veteran too.

Who will you thank today?

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