intranet site

About this sample

I collaborated with my teammates to develop a new recognition-related section for the Manager Center site on Wells Fargo’s intranet. The section included 6 web pages: 1 landing page, 3 subpages, and 2 orphan pages.

I identified key messages based on source content, addressed potential content gaps with the help of our subject-matter experts, shaped the content and storytelling.

My team completed two rounds of editorial review and socialized edits with our cross-functional partners.

RECOGNIZE YOUR TEAM
[landing page for section]

Recognition is more than awards — it’s about showing appreciation that’s sincere, timely, and meaningful.

As a manager, you set the tone for your team members. it’s your responsibility to ensure that they feel valued for their contributions and accomplishments.

Express your gratitude for excellence service or performance and celebrate your team members’ milestones using Wells Fargo’s recognition programs.

Your responsibilities
1. Identify your team’s recognition preferences. [link] Discuss recognition with your team members to understand what makes them feel appreciated and motivated at work.

2. Choose a recognition option. [link] Explore the many ways that you can recognize your team and choose options that fit each person’s preferences.

3. Follow recognition guidelines. [link] Before you plan a recognition activity, review related guidelines and the Team Member Recognition Policy to ensure that you’re taking the appropriate actions and mitigating risk.

IDENTIFY YOUR TEAM’S RECOGNITION PREFERENCES
[subpage under Recognize Your Team]

Ask your team members what makes them feel appreciated and what motivates them to perform at their best. The information you gather can help you give recognition that’s personal, meaningful, and memorable to each individual.

Your responsibilities
— Identify the kinds of recognition that each person appreciates most — either during a planned discussion or through casual conversations over time.

— Schedule regular one-on-one phone calls with team members who work remotely to stay in touch and help them feel included.

— Listen for your team members’ professional and personal interests and write them down — along with recognition ideas that you think would inspire and motivate each person.

— Consider your team’s preferences before you give recognition or plan a recognition celebration, and follow the Team Member Recognition Policy.

Questions to ask during recognition conversations
— When do you feel most recognized and appreciated?

— What are one or two of your favorite memories about receiving recognition? What, specifically, did you find meaningful?

— Are you comfortable receiving recognition for special events, such as your birthday, work anniversaries, or retirement (if applicable)? Are there any events that you’d rather not communicate to the team?

— Do you prefer public or private recognition — or both?

— Do you have any suggestions for improving recognition and appreciation in our group?