Surveys of U.S. workers consistently show that employees want more than a paycheck from their jobs—they want to feel safe, secure and appreciated at work.
Good recognition and rewards provide employees with three things:
- A fair return for their efforts.
- Motivation to maintain and improve their performance.
- A clarification of what behaviors and outcomes the organization values.
Good managers foster employee feedback and communication throughout the year. Learn how to get the most from your employees. The Manager's Guide to Effective Performance Reviews
Here are eight guidelines for recognizing and rewarding employees, according to an Adecco management report, that managers can use in their departments:
1. Specify reward criteria. Too often, awards for things like “innovation,” “showing initiative” and “quality improvement” don’t define what employees need to do to win. Without that information, some employees will be stymied before they begin.
When a winner is announced, employees may attribute a co-worker’s success to favoritism or luck. So make the criteria for rewards as clear as possible.
2. Reward everyone who meets the criteria. You could announce a contest, urge everyone to participate, provide plenty of reminders during the contest period, and announce the winner with a flourish. Then what? You’ve got one winner and a lot of losers who discover that their hard work did not pay off.
For a longer-term impact, determine specific criteria, individual goals, and reward everyone who meets them. Publicize each accomplishment and acknowledge each achiever. As long as the criteria are meaningful, the more winners, the better!
3. Individualize rewards. Generic rewards create generic results. Give people what they want.
Before you give a workaholic a week off, make sure it won’t feel like exile to that person. On the other hand, before you reward someone with an exciting new project, find out if the recipient will be thrilled or feel burdened.
4. Say “thank you” frequently. “Thank you” is always timely. It is as useful to acknowledge small successes, as it is to recognize major achievements. It validates the importance of work people do. And it starts a chain reaction: Pretty soon more people start saying it to more people, boosting morale and improving relationships as well as motivating people to work well.
5. Nurture self-esteem. When you give people positive, specific and realistic feedback about their potential, their efforts and their accomplishments, their self-esteem goes up.
They develop into employees with confidence to set and meet challenging goals, overcome setbacks and self-manage their work.
A good performance review can—when used correctly—be your single most effective tool to assess past work AND set future goals. Yet poor reviews will lead to rapid turnover … low morale … and potential legal trouble.
Solution: The Manager’s Guide to Effective Performance Reviews. This webinar will show you how to improve your performance review process – while avoiding the legal hazards that lurk in every review. Register Now!
6. Foster intrinsic rewards. Intrinsic rewards are the good feelings people get from doing their work: enjoyment of the task, excitement about the opportunities, and pride in doing a good job.
You can’t hand someone an intrinsic reward, but you can create an environment that encourages these feelings.
Make sure people know their work is worthwhile. Treat problems as opportunities for innovation. Encourage people to try new ways of doing things. And let them know when they have done a good job.
7. Reward the whole team. For team accomplishments, it’s important to reward the whole team, or you foster competition, not cooperation, among team members.
Still, some team members may give more effort—and get more results. In contrast, some team members may coast along on the efforts of others.
When the coasters get the same reward as the doers, resentment occurs.
One option: Meet this challenge with a double-tiered system of team and individual rewards. Key point: The individual rewards are based on judgments from their fellow team members.
8. Remember: You get what you reward. Since one of the things rewards do is clarify for employees what the organization really wants, employees quickly determine the company values.
If you are looking for teamwork, be sure you aren’t rewarding competition. If you want people to resolve problems, don’t reward them for covering up complaints. If you ask for initiative, you may even need to reward people for doing things in unconventional ways.
The bottom line: Remember that employees can feel rewarded in many ways, not merely with cash. For top performers, increased responsibility and lessened supervision can be rewards in themselves, as can flexible schedules, additional time off, first pick of desirable assignments, and so on.
The point is that employees must indeed feel that they are being rewarded for both working hard and getting results.
What's important to employees?
Percentage of U.S. workers who say each factor is “very important” to their job satisfaction:
Job security 59%
Feeling safe at work 53%
Communication with senior mgmt. 50%
Opportunities to use skills/abilities 50%
Relationship with immediate manager 47%
The work itself 47%
Meaningfulness of job 45%
Flexibility to balance work/life issues 44%
Source: Society for Human Resource Management, 2008 Job Satisfaction survey
During this interactive webinar, you'll learn how to reduce the anxiety and extract the maximum benefit from your worn-down appraisal process, as you find out:
- The 11 steps every supervisor should take to complete the review process in a legal and effective manner.
- The one legally explosive word you should avoid in every performance review.
- A checklist: Top 5 factors of a first-rate evaluation.
- Whether you should require that employees sign their reviews.
- The 4 steps to prepare for appraisal discussions.
- Ways to minimize the odds for legal troubles during reviews.
- Guidelines for writing reviews that grab employees' attention and improve performance right away.
- Bonus: The Top 10 mistakes employers make in hiring and firing … and how to avoid them.
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