Rewards and Recognitions to Motivate Employees
Rewards and Recognitions to Motivate Employees
Lesson: If you think money is the answer, think again because it is not! The truth to this is in research as recent as 2006.
A straight and fast way to influence employee performance to use both the P in aptitude and the T in attitude is with the effectiveness of your rewards and recognitions.
Money is proven over and over again in research to be a short term motivator. You want to be creative with your approach. And for certain, the most effective route is in the little things: do you treat people fairly with pay and benefits? Do you stop and catch people doing the “right” thing? Do you do on the spot coaching to help someone improve their performance? For that employee who wants to move ahead, do you offer training or coaching to higher levels of productivity? Do you say, “Thank you,” when it’s least expected? The old cliché expression, “you get what you reward,” has volumes of application to your being able to create the environment to motivate employees.
One thing certain: if you ask employees what they want, and you listen, you will learn either what to give them or figure out a way for them to earn it. It’s not necessary to hand them keys to a new car or a membership in a country club. What you do have to do with your rewards and recognition process is satisfy human needs: security, meaningful work and supportive relationships.
The article Motivating Employees in the Workplace, gives you a birds eye view of the four key factors to create a motivating environment for employees.
Rewards and Recognitions to Motivate Employees - To learn more about this author, visit Patricia Weber's Website.
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Knee deep in the challenge of leadership today, business owners and managers, can parlay the changing role of work to create and sustain an environment that helps motivate and keep employees. There’s no one right answer, there is no magic wand and don’t try to mind read how to motivate someone.
Lesson: If you think money is the answer, think again because it is not! The truth to this is in research as recent as 2006.
A straight and fast way to influence employee performance to use both the P in aptitude and the T in attitude is with the effectiveness of your rewards and recognitions.
Money is proven over and over again in research to be a short term motivator. You want to be creative with your approach. And for certain, the most effective route is in the little things: do you treat people fairly with pay and benefits? Do you stop and catch people doing the “right” thing? Do you do on the spot coaching to help someone improve their performance? For that employee who wants to move ahead, do you offer training or coaching to higher levels of productivity? Do you say, “Thank you,” when it’s least expected? The old cliché expression, “you get what you reward,” has volumes of application to your being able to create the environment to motivate employees.
One thing certain: if you ask employees what they want, and you listen, you will learn either what to give them or figure out a way for them to earn it. It’s not necessary to hand them keys to a new car or a membership in a country club. What you do have to do with your rewards and recognition process is satisfy human needs: security, meaningful work and supportive relationships.
The article Motivating Employees in the Workplace, gives you a birds eye view of the four key factors to create a motivating environment for employees.
Rewards and Recognitions to Motivate Employees - To learn more about this author, visit Patricia Weber's Website.
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Dianne CramptonDianne Crampton is an executive leadership coach, team consultant, author and president of TIGERS Success Series, Inc. Dianne has been helping CEO's and Executives connect their employees to their core values and goals for over 20 years using the trademarked TIGERS team culture process, which stands for trust, interdependence, genuineness, empathy, risk and success. To download a free white paper on behaviors that build strong teams and behaviors that will predictably tear them down go here. - Visit Dianne Crampton's Website |
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Cheryl MatthynssensCheryl is a life skills coach, licensed Chemical Dependency Counselor and a 20 year entrepreneur. Cheryl's dedication to achieving a life of balance led to her expanding her teaching from the simple managing of life's daily challenges to adding financial well being as well. A direct marketer with DrinkACT, she is gaining ground in the online community with her concepts of making sure business owners, entreprenuers and employees have well rounded life styles. She opened up a small affiliate site - The Balance Guide- to help others find resources for mental and emotional well being. Visit Cheryl's blog to see more of the diversity beyond business she has began offering online at www.thebalanceguide.blogspot.com - Visit Cheryl Matthynssens's Website |
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