Employee recognition is important for multiple reasons. Through an informal survey, it was determined that the employees of the workforce development and community education division at Delaware Technical and Community College did not feel recognized, resulting in low morale in the division. This study provided the opportunity to develop effective, informal recognition strategies for these employees. Using a mixed methods study design comprised of a survey and semi-structured interviews, I researched and analyzed the thoughts of the workforce development and community education employees about informal recognition strategies. Participants for the study were workforce development and community education employees at all four campus locations of Delaware Technical and Community College. The results of the study outlined effective, informal recognition strategies for the employees of the division. I compiled these strategies to create the K.U.D.O.S. Principles of Informal Recognition. The principles include knowledge about the importance of informal recognition, understanding employee's individual recognition preferences, dedication to creating a culture of recognition, being observant of when employees are deserving of recognition, and specifying what you are recognizing employees for. Considering the potential benefits of implementing these informal recognition strategies including increased morale, I recommend that supervisors and leadership incorporate them into daily practice. [The dissertation citations contained here are published with the permission of ProQuest LLC. Further reproduction is prohibited without permission. Copies of dissertations may be obtained by Telephone (800) 1-800-521-0600. Web page: http://bibliotheek.ehb.be:2222/en-US/products/dissertations/individuals.shtml.]