Most business organizations today are aware of the importance of rewarding their employees to enhance their sense of satisfaction and loyalty. In addition to being a good HR practice, it helps in boosting the morale of employees and makes good business sense. However, when it comes to actually create an effective employee rewards program, most organizations are unaware of where to begin. Hence, they often resort to throwing money at employees in the name of rewards, which is neither feasible nor effective in providing the aforementioned results. So, it becomes essential for companies to intelligently plan and implement an employee rewards program. Discussed below are some useful tips that can help organizations to develop such a program.
Learn what motivates Employees
Employee temperaments and personalities differ significantly which essentially means that the things they value and gain motivation from are also quite distinct. The good news is that despite these differences, there are still some common motivation patterns shared by the employees from the same team or division. Learning about these motivation factors can help in establishing a strong base for an efficient employee rewards program. It might be impossible for companies to individually interview every employee to learn about what motivates them. The challenge can be overcome by asking employees to fill a quick survey form having open questions for gaining elaborate details.
Set meaningful Rewards Criteria
A successful rewards program is one that is based on meaningful criteria rather than favoritism or arbitrary picking. Employee recognition should be considered as something special that can be achieved through hard work and commitment. It should not be perceived as something like an entitlement for employees who have good relationships with their managers or team leaders. Most importantly, every employee should have an equal fighting chance to be part of the program, irrespective of their level and role within the organization. This can be ensured only by clearly defining the criteria that employees would need to fulfill to be considered for the reward.
Form a review committee
Irrespective of the size of an organization, forming a committee to oversee the employee recognition program is highly advisable. The committee may consist of just a few senior and mid-level managers, to begin with. The size of the committee can be increased at a later stage if the companies feel the need for the same. The most important thing to ensure is that the members of the committee should be known for their honest and unbiased decision-making capabilities. It is also essential for companies to promote the concept that serving on the committee as a matter of privilege and pride. This in itself can prove to be a reward for the employees who get the opportunity to take up the role.
Involve Team Leaders and Line Managers
When it comes to assessing the overall performance, contribution and achievement of employees, the feedback of their team leaders matter the most. Hence it is essential for an organization to ensure the involvement of the team leaders in any rewards program to make it truly efficient and successful. Most organizations commit the common mistake of seeking advice and feedback only from the HR, while completely ignoring the opinion of team leaders. This diminishes the credibility of the rewards program as most employees feel more satisfied if they are rewarded by the people they work with on a day-to-day basis.
Know the characteristics of a good Rewards Program
This is perhaps one of the greatest requirements for setting up a good rewards program. The most important characteristics of a good recognition program are listed below.
· It should be timely; as any delay in rewarding and recognizing employee, efforts diminishes its value.
· It should follow a regular frequency as it ensures enhanced employee engagement, lower turnover, and better business results.
· It should be specific, which means that it should aim to acknowledge some particular achievement or contribution of employees.
· It should have some tangible value so that the employees continue to feel motivated long after receiving the reward.
· It should be value-based so that employees feel motivated to work towards a common objective.
Make the Program multifaceted and diverse
Maintaining a variety in the rewards and recognition program keeps the concept fresh and exciting for long. Employees tend to feel a sense of curiosity about the rewards that they will be given and this enhances the general enthusiasm for the program. However, care should be taken that the diversity is not achieved at the cost of hurting the sensitivities of other members of the workforce as it can render the whole process ineffective and even make the employees feel demotivated.
Developing an effective employee recognition system is not as difficult as it may seem, especially if organizations were to follow the above-discussed tips to enhance the feasibility, reliability, and cost-effectiveness of the program.