Research shows that employees feel that in addition to a paycheck, they want to be needed and appreciated at work. In order for this to happen, employers must be creative about incentive and reward programs that will motivate their employees. These types of programs benefit both the employee and employer. When an employee is acknowledged for their work, it creates a loyalty between them and the employer. This is a powerful relationship that most every organization desires.
Here are several tips to implementing an effective employee rewards program:
1. Specify Program Criteria: Establish employee recognition opportunities that emphasize and reinforce qualities and behaviors you’ve selected as desirable. Make sure everyone within the organization is aware of the criteria and knows what must be accomplished to win. Without clear and realistic expectations, employees are likely to be less than enthusiastic, and even confused, about the program.
2. Unique Rewards & Incentives: Tailor rewards to each employee. Too often a generic prize is awarded to the winner. If it’s an item that few people find valuable, they aren’t as compelled to work for it. Tap into the interests and needs of each employee. Would they enjoy a round of golf or a trip to a spa? Do they want additional time off? Would they like a high-tech gadget or gift card to go shopping? Give winners something they want, and something that will motivate the others. Generic prizes result in generic feelings towards the program.
3. Timely Recognition: When an employee is awarded for performing well, immediate recognition is critical. The person is probably feeling pretty good and timely acknowledgment will only enhance these feelings. Many times it’s so much that the enthusiasm will spread to the entire group, encouraging them to achieve the same goals. Motivation to win is contagious.
4. Be Specific with Feedback: Employee recognition is one of the most powerful forms of feedback that you can provide. When vocally expressing sentiments, make sure the person knows exactly what they did to receive recognition. It’s equally as important that the rest of the group is aware of what this particular person achieved and how their behaviors and qualities met the program’s criteria. This helps make an example out of the winner and motivates others to win.
5. Nurture Self Esteem & Show Appreciation: Even though a manager might recognize one employee, make sure everyone on the team is doing well at working towards the goals of the program. In other words, don’t make the losers feel as such. Make them feel like they’re the next winner. If there are a few in the team that aren’t enthusiastic, sit them down to find out what might motivate them.
