# data[].attributes.body
Topics do not need to be limited to work, can be on life, interpersonal relationships (e.g. tips on relating with other colleagues/depts)

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Words of Affirmation in emails/submissions by management and peers

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Words of Affirmation in emails/submissions by management and peers

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For example:

Thank you, Dini.

Please proceed, noted the good work done.

Thank you for the detailed analysis.

Appreciate your help in sharing the list with me.

# data[].attributes.body
For topics that are of common interests that colleagues from different teams can work tgt on

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Set clear goals for staff to work on, practical plans on how to improve from past years' work

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Checking in on officers not only when there are issues.

Regular check in to see how staff is doing

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acknowledge specific skillset in officers or strengths

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ECDA-all email to celebrate the team’s success

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Common platform for PN (e.g. Teams folder) to share relevant information about initiatives etc that may impact any of our work.

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Common platform for PN (e.g. Teams folder) to share relevant information about initiatives etc that may impact any of our work.

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Occasional treats for the team eg bubble tea, snacks, etc. to show thoughtfulness

Team lunch treat to celebrate wins

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Supportive environment between colleagues and teams, encouraging one another

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‘Nuff said.

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Filtering of relevant information from middle management to officers

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Filtering of relevant information from middle management to officers

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Acknowledge small, quick wins and individual contributions by ROs

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Acknowledge small, quick wins and individual contributions by ROs

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Recognise achievements to keep team motivated and show that every effort counts

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Creating networks with other divisions and building positive relationships. Having a proactive, solution-focused mindset and think of win-win situations.

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Creating networks with other divisions and building positive relationships. Having a proactive, solution-focused mindset and think of win-win situations.

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More opportunities to find out leaders'/peers' strengths 

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More opportunities to find out leaders'/peers' strengths 

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This helps us identify areas to be mentored in/who to look for.

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Celebrating each other’s efforts, show how small wins continue to bigger picture, boosting motivation and engagement

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Invite team to home for homemade meal (shows level of appreciation to spend time and effort, crossing over from work to more personal setting)

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Mentors may not need to come from same agency/organisation

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Tangible celebrations may be subjective to individual’s preferences

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Training/Coaching to improve our mentoring abilities 

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Training/Coaching to improve our mentoring abilities 

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For example

offer chance to attend a tailored development opportunity

Take team meeting to somewhere nice

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Collective achievements and personal contributions are recognised to contribute to motivate everyone.

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All officers are different. Essential to know what’s important as a recognition for each of them.

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notes of appreciation

Team milestones achieved

“Love notes” eg valentines note from SM from townhall

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Assigning the right roles based on strengths

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Assigning the right roles based on strengths

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File PN meeting materials and/or team SOPs etc that should be useful to the P&E/SvP teams in the PN shared folder

for cross-sharing and knowledge exchange (e.g. SOT post-campaign survey insights)

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Strengthening application of what was shared during the experience, but without tedious follow-up actions, eg sending attendees a simple quiz to do (with incentives!) to remind them about what they learnt and to consciously weave in to their work.

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Testing of ideas/initiatives with other teams within PN (to get different perspectives/viewpoints) 

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Testing of ideas/initiatives with other teams within PN (to get different perspectives/viewpoints) 

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Introduce and encourage a positive service culture in ECDA, and welcome open collaboration with PN

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Assigning the right roles based on strengths

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Assigning the right roles based on strengths