An employee reward and recognition program serves as a powerful motivational tool. Your workforce feels valued when you acknowledge their efforts and celebrate their achievements. Strengthen the bond you share with your team by collaborating with a global leader in performance improvement like Power2Motivate.
Give considerable thought while developing and implementing these recognition programs. After all, they must increase employee engagement and better productivity instead of doing the exact opposite. Having an effective reward program in place ultimately helps your entity achieve its long and short-term goals.
When the reward fittingly acknowledges the skill demonstrated or accomplishments achieved by your employees, it generates in them a feeling of competence. The process of arriving at a suitable rewarding mechanism must be unbiased. Moreover, the recognition given must complement the effort invested by your employee.
Industry experts such as Power2Motivate suggest you refrain from making the listed mistakes while designing and executing such incentive programs:
Adopting a Single Uniform Approach
Your workforce comprises individuals with varying skill sets and motivational needs. Sticking to a one-size-fits-all approach is unlikely to generate desired results.
Instead of viewing the reward system as a mere formality, customize your approach for an effective outcome. A flexible recognition program caters to varying employee expectations thereby, serving your organization’s larger purpose.
Limiting the Eligibility Criteria
Rewarding high performers and efficient employees, although important, should not be your only nomination criteria, or else the same individuals will repeatedly be recognized.
An inclusive rewards program allows for greater participation from the majority of your workforce. Recognizing employees’ innovative ideas, initiatives, performance improvement, and efficiency-boosting behavior encourages and motivates them.
Focusing On Cash Rewards Alone
Solely focusing on cash incentives and failing to appreciate the efforts of deserving employees proves ineffective. Receiving sums in addition to their regular income does not keep an employee motivated for long.
After a while, cash rewards lose their novelty, while relevant non-monetary recognition tends to have a deeper impact. Incorporating both non-monetary and cash rewards in your employee recognition system richly pays long-term dividends.
Targeting Only a Section of the Organizational Hierarchy
Mid and senior-level managers also deserve recognition and should not be sidelined while acknowledging their subordinates. Your reward and recognition program must be comprehensive and applicable across all organization levels.
Include different categories of recognition to cover varying levels in your organizational hierarchy. By having a wider employee base, your system will work fairly and efficiently.
Keeping It Low-Key
Recipients of your employee reward program deserve to be complimented at a fitting presentation ceremony. Keeping such announcements low-key and not publicly acknowledging the employee’s contribution defeats the purpose of these HR initiatives.
By publicly rewarding your employees, you indirectly inspire and motivate the rest of your team to better their productivity. Moreover, receiving the reward publicly is a thrilling moment for the employee and makes them feel special.
Failing to recognize an employee’s efforts on time often deflates their enthusiasm. When the recognition is not correctly timed, it loses its charm. Rely on the robust solutions of performance improvement specialists who combine smart technology and expertise to foster stronger relationships.