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Maximizing Results with Reward and Recognition

Written by: Marshall W. Northcott

Article Overview: Does reward and recognition work? Want to learn how to squeeze that little bit extra out of people? Improve performance and increase results, read on to learn how...

Maximizing Results with Reward and Recognition

There are varied opinions about giving reward and recognition. Some will say "Why should I have to further reward my people with perks, gifts, bonuses or cash incentives?" and "Why should I recognize and stroke them for doing the job which I have already compensated them for doing?" The answer is easy, because it works! Not only is it the considerate thing to do but it will also inspire people to greater levels of achievement. Dangling a carrot can make all the difference in the world in terms of energy, effort and overall performance.

Greedy or stingy people have a great challenge giving reward to others for they feel that by doing so they are losing something and getting nothing in return for it. Self-centered or self-conscious people hate giving the attention to someone else because that is not where they want the attention directed. Intensely focused and driven people don't understand why anyone would ever want or need to do this because they don't need it for themselves. Some people don't think they can afford to do it when the truth is you can't afford not to.

Humans are emotional beings and whenever you seize a deserved, earned opportunity to go beyond the expected to reward or recognize you will amplify the experience and inspire them to new heights thus giving them additional incentive to perform. Putting a spotlight on them, gives them feelings of significance and importance and makes them feel like a star! Meaningful recognition can strengthen the rapport you have with your employees and build stronger relationships because they feel like you treat them like they matter and they are important.

Thank people for behavior and effort that is above standard. Give sincere compliments on things like performance and behavior. Keep a pack of cards in your desk and congratulate your employees for business and personal achievements. Be generous with words and acts of praise. Do the little extras like springing for staff lunch, a company outing or sporting tickets.

Letting people know they are special and appreciated reduces staff turnover. It is a proven fact that many people will prefer to work in an environment where they are recognized and or rewarded for their efforts and will remain there because of it, in spite of the fact that they may be offered employment elsewhere at a higher rate of pay. People who feel this kind of genuine appreciation will often stretch their performance by doing things like arriving earlier, staying later, complaining less (or not at all) and generally speaking have better attitudes even when asked to work in adverse conditions.

Unexpected reward and/or recognition is always a welcome surprise. Preplanned programs or contests that span a specific time period create anticipation in the minds of those in the running, just like going on a trip or vacation does. The additional excitement ignites the human desire for competition and results in increased sales. It makes people shine! In order to be certain that you can financially afford to reward people, when building your compensation plan leave room for a reward buffer. For those that put in the extra hours by showing up early, working through lunch or staying late reward them with occasional time off with pay to show your gratitude.

A mix of balanced programs should be offered. Not just for one specific thing, more than one individual should be capable of achieving. Recognize people for their special or unique contributions. I'm not suggesting that you make something up so that everyone is recognized and no one feels left out. When this is done it defeats the purpose. People need to know that there was a clear reason why they were awarded or recognized. They should never think it was merely their turn or that it was because their picture was on file.

When you put a recognition program in place that only a select few (or one individual) can qualify for it can have the opposite effect that it is intended to. Put a criteria in place that must be met. Recognition should be given often. Say it verbally, people need to hear it. Put it in writing, in an appropriate card, people need to read it. Communicate it publicly, people want to feel good about it.

If you are stuck for ideas on what to do, there are many books written on the topic or ask your staff for suggestions on what they would like to see. If you need assistance in putting a program in place there are many companies that offer services for overseeing and administering such programs. Pay your people well. Reward them for their efforts and never delay in making payment.

"Recognition, babies cry for it, grown men die for it."

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Article Tags: acts, carrot, cash incentives, compliments, desk, feelings, job, meaningful recognition, pack of cards, personal achievements, relationships, spotlight, stingy people, truth



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