Happy Leap Day!

Leap Day gives you an extra 24 hours once every four years. So, what are you going to do on your extra day? Here are a few ideas:

  • Stop by the MSU Dairy Store for a sweet treat to celebrate 2024 having 366 days.
  • Take a scenic walk along the Red Cedar or the Lansing River Trail – by yourself or with a friend.
  • Organize your house, email inbox, or your mind. Take this time to sort through all of the tasks you may have been pushing to the side.
  • Try something new! During these few extra hours you can stargaze, listen to a new album, try out a new recipe, or go rock climbing. 

Have a great Leap Day!

Celebrate Random Acts of Kindness in the Workplace 

In an ever-evolving world of uncertainty, kindness can go a long way in changing someone’s day. This week is Random Acts of Kindness Week, and Random Acts of Kindness Day is observed annually on February 17th. Established in 1995, this day was created to promote positivity, unity, and harmony across all different types of people and groups. We embrace the spirit of this day by encouraging everyone to engage in random acts of kindness in the workplace and the Spartan community – not just this week but every day!

Small acts can have a big impact. Whether you are holding the door open for a stranger or complimenting a fellow employee, random acts of kindness are a great way to brighten someone’s day. Simple gestures promote connection, bridging the gap between two people. Here are some ideas to celebrate Random Act of Kindness Day in the workplace: 

  • Show Recognition: to recognize a co-worker for their hard work, assistance, or value, give them a shout-out during a team meeting, or send them and/or their supervisor an email to share your experience. You could also nominate a colleague for a Spartan shout-out in the InsideMSU newsletter by filling out this form. 
  • Check-in with your Co-workers: Between the increasing demands of work and home life, people are feeling more stressed than ever. Luckily, studies show there is a powerful antidote to stress: kindness. According to Forbes, “Kindness works because it helps people feel more connected with others, and it distracts them from their own problems. Happiness is significantly correlated with belonging and community—so it makes sense kindness would be a source of joy” (Forbes, 2023). Check-in with your co-workers to see how they’re doing and really listen to determine what small acts of kindness you can do to help brighten their day. Just the act of actively listening with your full attention can do wonders to show others you care and are there to help. 
  • Support a New Employee: starting a new position can be intimidating. Reach out to a new employee and offer your assistance as they navigate their new role. Your support will help them feel welcomed and more connected to the team. 
  • Celebrate Success: whether your team has just completed a challenging project or it’s a co-worker’s work anniversary, don’t let the moment pass without acknowledging the contribution and value of each team member.  
  • Volunteer: Volunteer work is one of the best ways to promote kindness and positivity in the community. Join Spartans near and far on Give Green Day on March 12 to help current and future students. Find more volunteer opportunities with the Greater Lansing Food Bank, MSU Gardens, MSU Safe Place, Office of Sustainability, MSU Center for Survivors, Office for Civil Rights, Spartans Serve, and more. Volunteering helps foster community, build social bonds, and address social challenges. 
  • Support the University’s DEI Efforts: Build your cultural awareness and understanding to promote a sense of safety and belonging for all employees. Learn cultural awareness and inclusiveness skills through HR’s DEI courses, elevateU online learning opportunities, and WorkLife Office events and training

Together as Spartans, we can contribute to a better workplace and community by embracing the unity and positivity that prospers from kindness.

 Sources: 

Brower Ph. D, T. (2023, January 15). Retrieved February 6, 2024, from https://www.forbes.com/sites/tracybrower/2023/01/15/stress-is-rampant-science-proves-kindness-is-a-powerful-solution/?sh=4d642fb44bee

Employee Discounts to Support Your 2024 Resolutions

Another new year means new resolutions, and MSU Benefits Plus wants to make those goals and tasks more achievable than ever. Below, you can learn more about these exclusive health, wellness, and other helpful discounts for MSU employees and start your journey to a happy new year today!

To access these discounts and more, login to MSU Benefits Plus today. If you haven’t used MSU Benefits Plus previously, register using your employee email address and set up an account. 

Health & Wellness

  • Noom â€“ Save 30% on a 12-month program. Use code: EBG.
  • Mindfulness.com â€“ Save 50% on a year of Mindfulness. Use code: STRESSFREE.
  • Bowflex â€“ Save up to $300 off the C6 Bike and other great discounts. Use code: EXCLUSIVE.

Travel

Education

  • Spartan Bookstore â€“ Save 10% on new and used books, clothing and more.
  • Rosetta Stone â€“ Get a lifetime subscription with unlimited languages for $149 with no renewal fee (normally $299).

Tech

  • Apple â€“ Get preferred pricing on iPhones, iMacs and more.
  • Dell â€“ Get the best pricing available on all Dell PCs, electronics and accessories.

The HR website also offers other deals you can find on-campus through the MSU Tech Store, MSU Bakers, and the Kellogg Hotel & Conference Center, among others. You can check out some of those deals through the MSU HR Website. For more information on discounts from MSU Benefits Plus, visit the MSU Benefits Plus website. If you have any questions about the discounts, please contact MSU Benefits Plus via email at msubenefitsplus@corestream.com or by phone at 888-758-7575.

Relaunch: New Leader Development Series

We are thrilled to introduce the latest iteration of our New Leader Development Series, designed to empower and inspire leaders at every stage of their journey. This refreshed program brings you a strategic blend of targeted skill development, strategic thinking and leadership mastery, ensuring that you are equipped with the tools and insights needed to thrive in today’s dynamic work environments.

What’s in Store?

Visit our website for a detailed overview of the program including schedule information, learning tracks, and application details.

Whether you’re a supervisor, manager, or leader, there’s a tailored experience waiting for you.

How to Get Involved:

  • Registration Application: Opens Friday, December 15 at Noon and will close Friday, January 5, at 5:00 p.m.
  • Explore the Program: Dive into the details on our website.
  • Contact Us: Have questions or need more information? Contact our office at prodev@hr.msu.edu – we’re here to help.

This is your chance to elevate your leadership journey. Join us for the New Leader Development Series and unlock the potential for leadership excellence.

We look forward to seeing you there!

Additional Upcoming Learning Opportunities

Giving Tuesday at MSU

GivingTuesday, a global day of giving, is designed to drive an influx of generosity, citizen engagement, business and philanthropic activation and support for communities and nonprofits around the world. It’s a day where all Spartans and friends can come together and show our collective impact by supporting MSU students and campus initiatives.  

GivingTuesday was created in 2012 to encourage people to give back. It’s now a global movement that inspires millions of people around the world to collaborate for good and celebrate generosity. 

You can serve the local community this GivingTuesday by supporting Spartan impact projects such as campus sustainability, diversity and inclusion, veterans’ resources, and many more. Find all campus initiatives on the MSU GivingTuesday website

Charitable gifts from our alumni, friends and partners support scholarships, groundbreaking research and high impact educational programs at MSU. Find the many ways our donors give as well as more information on how to give a donation to MSU

Celebrate GivingTuesday however it works for you and your loved ones. Make someone’s day brighter with a smile, help out a neighbor or stranger, or get involved in a cause you are passionate about. 

Spartans Will…give back to the community! 

Recalibrating Employee Recognition in Higher Education

This article was originally written by Sharri Margraves, EdD, SHRM-SCP, Director of Organization and Professional Development, and published in the CUPA-HR (College and University Professional Association for Human Resources) Magazine, Higher Ed HR Magazine in September 2023.

Few would debate that recognizing employees is a cornerstone of positive management practices and an essential element of engagement and retention. During the pandemic, we were reminded just how important our employees are to the fabric of what we do and how we deliver our services, yet these same employees often go unnoticed or without recognition. While academic colleagues have a long tradition of acknowledging performance through well-established honors, prizes and awards, other departments and campus units can increase their recognition efforts.

Several studies have repeatedly pointed to the critical role of recognition in employee engagement and retention. The CUPA-HR 2023 Higher Education Employee Retention Survey indicates that only 53% of respondents received recognition in the form of a pay increase, and only 59% received regular verbal recognition for their work. If employers considered institutional or professional recognition as a “nice to have” before the pandemic, there should be no doubt about the indispensability of recognition in today’s workplace.

Recognition can be uneven between units, colleges, and institutions. Generational differences can also cause anxiety, with leaders wondering how to recognize their staff and teams without being mocked on social media. Outreach to Generation Z and millennials is critical, however, as a Society for Human Resource Management 2019 survey indicated that 76% of Gen Z and millennial employees believe that they are “seldom to never” eligible to receive employee rewards. Meanwhile, a 2022 Gallup-Workhuman study found that 81% of leaders say “recognition is not a major strategic priority” and 73% of leaders report that their organization “does not offer managers or leaders best-practices training for employee recognition.”

In 2022-23, I conducted a program review of the staff recognition programs at the 65 institutions associated with the American Research Universities-Human Resources Institute (ARU-HRI). I also conducted a group survey to get additional information on these universities’ perspectives. With 60% responding to the survey, here are the takeaways that may help you consider changes to your institution’s recognition programs.

A Review of Recognition Programs

Legacy Programs. Formal recognition programs at the institutional level are often legacy programs established decades ago. These typically honor a former employee or benefactor or are designated as the chancellor’s or president’s award. Most legacy programs are anchored to institutional values and reward employees who go “above and beyond” regarding customer service and care.

Almost every ARU-HRI institution I reviewed had a program that honored just a select few employees. This can mean less than a one percent chance of an employee being selected for an award in a large institution. Those with solid programs had a formal ceremony with the chancellor, senior administrator or another designee presiding over the events. A few institutions also formally acknowledged all nominees. Even if they didn’t win, their contributions were recognized formally by the senior leader.  

Team Awards Tied to Strategic Initiatives. Approximately 48% of the survey respondents indicated that they have established new programs in the past five years. More recently established awards were often designated specifically to help drive strategic initiatives such as innovation or process improvement. When asked about their recognition program priorities, survey respondents said their second highest priority was creating or strengthening their recognition efforts tied to strategic goals (with inclusion-based recognition being the highest priority).  

Often these awards are team-based, and some require cross-departmental collaboration. The University of Michigan has a bi-annual program that showcases the work via a poster session, and a team of both academics and staff selects the winners. Awards of this type can be inspiring because the work of these individuals and teams becomes “seen”. Staff contributions are often appreciated in the general sense but undervalued with the actual impact and outcomes that help propel institutions forward.

Peer-to-Peer and On-the-Spot Recognition. During the pandemic, several institutions started peer-to-peer programs to allow the appreciation of colleagues to be recognized. Many use vendor support and can include simple cards and notes, and most were designed to be quick and “on the spot.” Some, but not all, also notify the immediate supervisor. At the University of Washington, these informal recognition notes are entered into drawings for additional appreciation with swag bags or other de minimis gifts.

Service Awards. Another aspect of this evaluation was a review of service awards for longevity at the institutional level. Many long-standing programs started decades ago when the workforce was relatively stable and stationary. These could be updated to reflect more recent trends, with awards for service starting earlier. In the cohort of 65 institutions studied, 57% started formal recognition at year five, with 22% not starting service recognition until year 15 or higher.

Designing a Successful Recognition Program: Key Considerations

The pandemic, followed by the “great resignation,” has impacted all aspects of our work. Yet most of us continue churning out the same recognition programs — many decades old — often without questioning their value, validating their impact or reviewing for bias. Here are some crucial factors to consider when evaluating and updating your recognition program.  

Culture. Creating a culture of recognition starts with senior leadership and moves down and across the institution. When onboarding leaders at all levels, include specific points about recognition and provide toolkits and support for unit-level recognition. The University of Iowa includes recognition as part of their required training of all leaders across the institution. Combining awareness with concrete tools makes it easier for supervisors and co-workers to do the right thing.

Inclusion. Most of the institutions surveyed recognized the need to review their programs or establish new ones with a focus on being more inclusive when creating awards and selecting recipients. This includes providing training for selection committees about bias awareness when reviewing awardees’ nomination forms and letters. As the top priority among all institutions surveyed, nearly 60% indicated that creating or strengthening inclusion efforts related to recognition is a priority. 

Access and Awareness. The most successful programs have made it easier for employees to be nominated and reviewed with standardized forms; templates for cards, letters and certificates; and links to the appropriate policy or business manual. All institutions had groups conducting the reviews, making selections, and consolidating the different awards in one website, which helps convey the breadth of recognition and creates a positive, forward-facing impression. It makes it easier for employees and potential employees to understand how the organization values staff recognition.

Sharing staff recognition widely throughout the institution in various local media, social media and unit-level channels contributes to awareness. Some institutions focus on a traditional recognition week with both casual appreciation events and formal award ceremonies. At the University at Buffalo-SUNY, new supervisors are trained to write thank-you notes as part of their onboarding. Such high-touch actions are just as vital as the grand awards.

Eligibility. Are your formal programs available to all employee groups? Progressive institutions recognize part-time and contract employees as part of the campus fabric and acknowledge their work. Very few institutions have formal programs to recognize temporary or contract staff, even though they play a significant part of the workforce at our institutions. The University of South Carolina has codified by policy that temporary staff are eligible for recognition awards.

Non-Traditional Recognition. Forward-thinking organizations are aligning recognition of good work by creating a culture where the organization notes achievements broadly. Historically, the main form of recognition was only intradepartmental, with individual supervisors acknowledging and recognizing their immediate staff. One might consider opportunities to present effective, recognition-worthy programs to senior leaders or encourage employees to submit presentation proposals for conferences and then support the travel cost for those who present programs and results. Such accomplishments should be shared widely in newsletters and other media.

Team Recognition. Most institutions value collaboration and breaking down the “silos” between units. Showcase the work accomplishments of teams, inter- or intra-departmentally and between different work groups. More often, these are the newer awards an institution might implement to incentivize innovation and process improvement. One word of caution: Often, one group or another can dominate team lead improvements — think information technology and project managers — so think of ways to increase the visibility of contributions from other subject matter experts. Establish a protocol to include up-and-coming interested employees to participate in different team-based problem-solving.

Audit Your Programs

Consider the benefits of auditing institutional and unit-level recognition programs with the chart below. Being mindful of both the program’s current status and the changes you would like to see can help improve the benefits of recognition programs for employees. A cross-section of employees, administrators, and others can review and make improvement recommendations along with recommended priorities. Download a Self Audit of your Institutional Recognition Programs to rate your current status.

About the author: Sharri Margraves, EdD, SHRM-SCP, is the executive director of organization and professional development for Michigan State University’s HR department.

Happy International Pronouns Day!

This article was written in partnership with the EVPA Office of Diversity, Equity, and Inclusion.

Today is International Pronouns Day! Using correct pronouns respects each other’s identity and fosters inclusivity. Pronouns are used every day to communicate with one another in and out of the workplace, and often they are assigned based on pre-conceived biases and perceptions. By educating about personal pronouns, we promote understanding and celebrate everyone’s intersecting identities.

What is International Pronouns Day? 

International Pronouns Day seeks to make respecting, sharing and educating about personal pronouns commonplace. This day raises the MSU community’s awareness to be gender inclusive and reminds us of the basic human dignity of appreciating and celebrating everyone’s multiple, intersecting identities. As we explore the significance of this day, learn about how MSU is implementing changes to promote gender inclusivity to create a beneficial environment for all. For more information, you can visit https://pronounsday.org

How can I contribute to a gender-inclusive environment? 

  • Speak and write in a way that does not discriminate against a particular sex, social gender, or gender identity and does not perpetuate gender stereotypes 
  • Share your pronouns when introducing yourself to people or during meetings 
  • Don’t make assumptions; ask people to share their pronouns 
  • Always use the pronouns that a person asks you to use 
  • Include your pronouns in your email signature or other digital communications 
  • Complete the Quest: Building Capacity for LGBTQA+ Inclusion online education program 

What events are being held across campus? 

What action is the university taking to advance gender inclusion? 

  • MSU IT announced this summer the roll-out of Microsoft Spartan 365 pronoun options as part of Michigan State University’s ongoing commitment to creating a more inclusive campus community. With these changes, you will now have the option to customize and display your pronouns in your Spartan 365 profile to appear in Outlook and Teams. Learn more
  • At MSU, we are committed to ensuring your identity is accurately represented and respected throughout our campus community while maintaining privacy. Additionally, there’s work underway with the Office for Institutional Diversity and Inclusion, along with the Office of the Executive Vice President for Administration to advance the name, gender, pronoun data policy recommendations across our information technology systems. We are collaborating with the project management office and system owners to create an implementation road map to advance the policy requirements across enterprise data systems. 
  • In the interim, MSU encourages all employees to indicate their gender pronouns, if desired, on email signatures and other written communication.  

Are there resources to explore this further? 

We look forward to continuing our work – together – to foster a culture that C.A.R.E.S (communication, appreciation, respect, empathy, and sensitivity). 

Happy World Mental Health Day!

October 10 is World Mental Health Day. While mental health is one of the cornerstones of health and well-being, it can often fall off the list of priorities at work. The World Health Organization has established the theme of “our minds, our rights” to promote mental health as a basic human right.  

Good mental health is vital to our overall health and well-being. Yet one in eight people globally are living with mental health conditions, which can impact their physical health, their well-being, how they connect with others, and their livelihoods. Mental health conditions are also affecting an increasing number of adolescents and young people.   

Work should never be a reason to neglect your mental health, however, a busy schedule may make resources seem inaccessible. In honor of World Mental Health Day, here are some resources you can use at MSU and in your personal life.  

MSU Resources: 

Teladoc: MSU faculty/staff and their dependents who are currently enrolled in an MSU health plan have access to Teladoc – an online medical care service that gives you 24/7 access to a healthcare professional via web, phone, or mobile app in minutes. Teladoc’s services extend to behavioral health (anxiety, depression, grief counseling, etc.). 

University Health and Wellbeing: MSU employees have access to an Employee Assistance Program which provides confidential counseling at no cost. To best fit with your work schedule, MSU offers both Zoom and in-person appointments.  

Health4U: Health4U focuses on all aspects of health with resources, support groups and educational courses. They offer a variety of resources dealing with mindfulness, psychological flexibility and more.  

Local Resources: 

24-Hour Crisis Services (Walk-In and Mobile):  The City of East Lansing provides walk-in or mobile crisis counseling and mental-health assistance around the clock. 

Online Mental Health Screening: Ingham County Health Department offers free and anonymous behavioral health screening, linking resources connected to your results. 

Sparrow Behavioral Health Services: Sparrow Hospital offers psychiatric and behavioral health services including holistic care in an external environment and art, music and yoga therapy.  

Your mental health matters and MSU resources and benefits are available to get you—or keep you—on the path to a healthy body and healthy mind. 

Happy National Online Learning Day!

Since 2016, September 15 has been marked as National Online Learning Day. There has been no shortage of online learning these past few years– and MSU doesn’t plan to stop. Michigan State offers a wide variety of online options for faculty and students alike, expanding the definition of work location, accessibility and redefining the realms of learning. 

Available Online Courses

A new way of learning requires a whole new set of skills. Learn how to further advance your career with virtual literacy, gain confidence in online applications and access virtual opportunities through MSU: 

IT Training Classes: Take advantage of free sessions designed to help you successfully utilize critical digital applications like Zoom, Microsoft Teams, OneNote, and OneDrive. Multiple classes are offered, including an overview of Spartan (Microsoft) 365 products and sessions dedicated specifically to individual applications.

Organization and Professional Development Classes: A wide variety of courses are available for registration in EBS around topics including Leadership, Communications and Customer Service.

WorkLife Office Webinars:  MSU’s WorkLife Office offers informative webinars on any shifts in the workforce, helpful tips for working Spartans and how to find a work-life balance. 

elevateU Resources

Get 24/7 access to self-paced online resources including books, videos, courses, and more via elevateU. 

Access elevateU here or log into EBS and look for the “elevateU” tile under the “My Career & Training” tab. You can access elevateU from your computer or through the Skillsoft Learning App for Android and iOS devices. Recent enhancements to the elevateU platform include live events and webinars, live instructor-led bootcamps and certification programs. To learn more about updates to elevateU, click here or watch a recorded demonstration here 

There are programs that cover leadership, IT & desktop, business, finance, human resources, change management, project management, interpersonal skills and so much more. Resources are available in a variety of formats: 

  • Video-based and interactive courses 
  • Videos 
  • Books 
  • Resources to prepare for various professional certifications 

Learn more about ElevateU on the HR website.  

Utilize the resources as reference tools to help answer your day-to-day job questions or as part of your ongoing personal and professional development. Many of the courses are even approved for Continuing Education credits! Remember, all elevateU courses are available to current staff and faculty at no charge.  

Happy National Online Learning Day!

Job of the Week: Environmental Technologist / Safety Technologist

This week’s featured job is an Environmental Technologist/Safety Technologist for the Department of Environmental Health and Safety (posting 894599). The Department of Environmental Health and Safety oversees University efforts to protect occupational health and the environment, assisting faculty and staff in maintaining safe, compliant workplaces. 

This position will serve the Department of Environmental Health and Safety by assisting the Environmental Compliance Team to support environmentally-friendly practices in the workplace. This effort would include conducting indoor/outdoor inspections of various work sites, buildings, outdoor areas, storage areas, including all of main campus and its satellite facilities around the state. The future Environmental Technologist/Safety Technologist will also collect samples of suspected hazardous building materials (including asbestos, lead, PCBs), in addition to soil, and water. 

The Environmental Technologist/Safety Technologist should have a four-year degree and six to 12 months of work experience in an employment-related environmental specialty. They should also have knowledge of local, state and federal environmental regulations along with experience in environmental sampling, including hazardous building materials.

To learn more about the Department of Environmental Health and Safety, visit their website. To apply for the position, please provide a resume and the name and contact information of at least three professional references on the MSU Careers Website.Â