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Good morning.  Reducing call-outs is a challenge that affects morale, efficiency, and team cohesion.  When I talk to operators, the biggest problem they consistently share is the daily struggle to get their team members to show up consistently. 

Programs like Delaney Mott’s embroidered scrubs initiative—a clever approach in which employees with perfect attendance proudly wear scrubs in a unique monthly color—highlight a brilliant use of psychology to boost attendance through pride, recognition, and positive peer pressure.

Why does this program work so well? It leverages several core psychological principles:

Elevate your Attendance

Why does this program work so well? It leverages several core psychological principles:

• Public recognition: Employees are motivated when their achievements are visible to peers.  The scrubs are turning into a real-life and tangible pat on the back.
• Group identity: Distinct rewards create pride and reinforce collective norms.
• Exclusivity and collectability: Rotating designs or colors encourage participation to "earn them all."
• Positive peer pressure: Seeing others achieve attendance goals inspires accountability.  It's the opposite of the "scarlet letter."

1. The Power of Public Recognition

Public recognition creates accountability and inspires others. When employees earn visible rewards like embroidered scrubs in a unique color, it sends a non-verbal message: “I showed up. Did you?”

A study in Psychological Bulletin found that public recognition triggers dopamine release, reinforcing positive behaviors like attendance. Employees who don’t earn the reward experience a subtle “fear of missing out,” motivating them to work toward the goal in the next cycle.  This genius program allows this same dopamine rush to repeat every time these employees walk into the community wearing their scrubs.

How You Can Emulate It:

• Highlight perfect attendance in public forums, such as team meetings or newsletters.
• Use visible rewards—gear, patches, or recognition boards—to inspire social comparison.

2. Collective Pride Creates Cultural Buy-In

Rewards tied to group identity foster shared pride. For example, a department-specific scrub color or patch builds camaraderie while reinforcing attendance as a team standard.

Research from Harvard Business Review shows that when coworkers model positive behaviors, others naturally align to fit in. With each new month, a growing number of employees want to be part of the "in crowd."

How You Can Emulate It:

• Use rewards tied to group identity, like team-branded colors or patches.
• Incorporate public displays of collective achievement, such as a department leaderboard.

3. Exclusivity and Collectability Drive Participation

Scarcity increases motivation. By rotating scrub colors monthly or offering limited-edition rewards, employees see these as exclusive achievements. Employees who meet attendance goals can “collect” rewards, while others feel driven to join in the following cycle.

Dr. Robert Cialdini, author of Influence: The Psychology of Persuasion, emphasizes that perceived scarcity increases value and urgency, making participation in these programs irresistible.

How You Can Emulate It:

• Rotate designs or colors monthly, creating a sense of urgency and excitement.
• Highlight exclusivity by showcasing winners in visible spaces or celebrations.

4 Alternative Turnkey Programs That Leverage Psychology

If embroidered scrubs aren’t the right fit for your community, these three alternative programs leverage the same psychological principles of visibility, pride, and exclusivity:

1. Team or Department-Specific Colored Gear

Reward departments or shifts with perfect attendance by giving them exclusive, team-colored gear—such as t-shirts, hoodies, fanny packs, or water bottles with their department’s name and logo.

Why It Works:
This creates pride in group identity and friendly competition between departments or shifts. Everyone wants their team to stand out, which drives attendance accountability at the group level.

Turnkey Steps:

• Assign colors to each department (e.g., blue for evening shift, red for CNAs).
• Partner with a vendor to customize gear with team names or facility branding.
• Announce winners at a staff meeting and encourage them to use or wear the gear proudly.

2. Perfect Attendance Parking Spots

Turn parking into a visible reward by designating reserved spots for employees with perfect attendance. These spots can be labeled with signs like "Attendance All-Star" or personalized with employees' names.

Why It Works:
Visible perks like prime parking spots reinforce public recognition and exclusivity. Employees who don’t qualify will notice and be inspired to join the ranks next month.

Turnkey Steps:

• Reserve a few premium parking spots near the entrance.
• Order custom signage to make them stand out as "Perfect Attendance" spots.
• Award the spots monthly, rotating them to new winners to sustain motivation.

3. Collectible Patches or Pins

Design a series of collectible patches or pins for perfect attendance. Each month features a new design, creating excitement and encouraging employees to “earn” the full collection over the year.

Why It Works:
Collectibility taps into exclusivity and pride. Employees who display their patches on their uniforms, lanyards, or bags reinforce the program’s visibility and inspire others to follow suit.

Turnkey Steps:

• Partner with vendors to create custom patches or pins with seasonal or facility-specific designs.
• Announce winners monthly and encourage them to showcase their collections.
• Offer a special reward (e.g., a jacket or bag) to employees who collect all 12 patches by year’s end.

4. Wall of Fame

Dedicate a public space to honor employees with perfect attendance. Add names, photos, or fun team descriptions to the wall each month.  Create a positive ladder system so positive attendance behavior moves the individual up the wall throughout the month.

Why It Works:
This reinforces public recognition while creating a prominent, low-cost way to celebrate success. As the wall grows, so does its motivational impact.

Turnkey Steps:

• Use a bulletin board, whiteboard, or digital display in a high-traffic area.
• Update it monthly with photos and highlights of perfect attendance winners.
• Include fun extras, like team photos or inspiring quotes from the winners.

Final Thoughts

Programs like Delaney's scrubs initiative—and these turnkey alternatives—prove that reducing call-outs doesn’t require punishment. Instead, by leveraging psychology and creating visible, meaningful rewards, you can build a culture where showing up becomes the norm.

The key is to focus on recognition, pride, and exclusivity. Whether it’s scrubs, team gear, parking spots, or patches, these programs inspire employees to show up—not because they have to, but because they want to.

Which of these ideas will you implement today? Let us know how it works for your team!  And remember.  Traction takes time.  Delaney had zero winners during her first month. Be patient, be consistent.

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