Rewarding Employees
Table of Contents
Formulation of Reward Mechanisms 3
Rationale for Rewarding and Motivating employees 5
Favorable Working Environment 6
Publicizing Success of Workers 7
Reserving Parking for Employees 8
Rewarding Employees
Introduction
Employee motivation has always been a challenge to many organizations and their management. This is because when employees are not motivated, they are likely to be lazy in executing their responsibilities, and therefore their productivity is affected (Harigopal 303). On the other hand, motivated employees are likely to be creative, hardworking, and focused on delivering high quality results. The issue of rewarding employees has become an emerging issue in the 21st century. However, there exist other forms of rewarding which serve well than money. However, most organizations have not utilized these methods. This is because most of them have not ventured and discovered the importance of rewarding employees. Moreover, they do not appreciate that there are numerous ways of achieving this in an organization.
Formulation of Reward Mechanisms
Consequently, formulation of reward mechanisms in every organization is essential since these structures can effectively solve important managerial objectives in conjunction with employee motivation in an organization that aims at achieving its goals. Indeed, the importance of looking into the reward systems of any organization is that these mechanisms determine the success or failure of the company (Armstrong 4). For instance, the availability of various ways of rewarding the employees in the firm apart from money enable them to become more competitive, retain resourceful employees, and reduce employee turnover. One of the most significant resources owned by an organization is the employees. This is because the organization’s competitiveness, performance, and success lays on the employees that is why every management should strive to ensure that employee motivation is embraced. It is the responsibility of the management not only to recruit a employee qualified and specialized man power but also to formulate mechanisms of rewarding which can be used to attract and retain them in the organization.
Therefore, it is a challenge that every firm’s management is facing today in retaining their best employees. Retaining the best employees in a firm helps in reducing the costs associated with retraining and orienting new employees, ensuring consistency in the provision of services by having the same employees, and maintaining the relationship between the employees and business customers. Likewise, if the employees in the organization are well rewarded there will be reduced instances of absenteeism, which hence increases efficiency.
Diversity
Although there has been intensive research on employee reward systems, it is important to note that not all employees are motivated in the same way. This is because of people’s diversity since what seems motivating to one employment may not be motivating to another (Doyle 27). Consequently, employers should strive to interact with their employees so that they can understand what motivates them (Armstrong 94). Hence, reward them based on their personal likes and preferences. The key objective of motivating the employees in any organizations is to stir them up and compel them to act in improving their performance and productivity. Motivation emanates from within us just as thoughts, beliefs, ambitions, and goals do. The main inherent challenge facing managers is that so many of them have tried to employ different rewarding mechanisms but they have not worked for every employee in the organization. Indeed, diversity is a key component in coming up with an effective reward system (Philips and Gully 44).
Rationale for Rewarding and Motivating employees
Rewarding and motivation in organizations has become a requirement for productivity. Therefore, managers should identify and discover the things that should be done to motivate the employees to do their best. It is crucial for managers to invent and research other ways of motivating the employees apart from money, which enables the organization to achieve optimal business results.
Monetary Rewards
Nowadays, many organizations are spending a lot of money on various mechanisms of increasing motivation among the employees, which is a key determinant of their performance (Muller 3). However, it is important to note that the poor use of rewards and motivation can cause devastating results on employee performance and so the basis of motivation ought to be stipulated clearly to ensure that the organization achieves its short and long-term goals. Other means of rewarding other than money can encourage employees to gather extra skills on their areas of specialization and therefore, organizations should seek to know them.
Flexible Schedule
Some of these other methods of rewarding the employees other than using money include; Putting in place a flexible job-schedule that does not exert too much pressure on the employees. Organization can offer this without necessarily incurring monetary expenses. Similarly, this helps in motivating the employees because they are in a position to give attention to their families, personal lives like visiting their doctors and other responsibilities. This has been noted to be a good motivator as long as the employees will abuse the free time. Managers are always encouraged to embrace this since it helps in building trust and other healthy relationships in families and among other friends.
Secondly, managers should use handwritten notes to the employees acknowledging their efforts in achieving the organizational vision and mission (Doyle 85). In this case, the manager may write formally to record the organization’s gratitude for the employee’s hard work or achievement in a certain area of his or her specialization. Likewise, the supervisors should play a role of introducing the best performing workers to the top management who deserve appreciation for rewarding and promotion. Acknowledging a worker before his or her peers for a job well done or showing appreciation is a vital way of rewarding actions, attitude, efforts, and behavior (Podmoroff 48). Writing the note can serve the purpose or having a manager stop by the employee’s desk give the appreciation. In most incidences, a note of appreciation is done together with the acknowledgment before the organization’s meetings or assemblies where names of workers and what they have done is mentioned.
Token
Top performing employees may be given the chance to enjoy a token of a certain kind or an opportunity to go on a trip within or outside the country (Podmoroff 49). This brings great satisfaction and rest especially when away from the office (Watkins and Doug 474). The organization can offer things such as theatre or cinema tickets, use of recreational facilities like five-star hotels and national parks, and retail or travelling vouchers.
Favorable Working Environment
Making the work place have a favorable environment where the employees can work freely under unnecessary pressure is another way of motivating employees (Podmoroff 50). This encompasses ensuring that the employees have fun because the employee’s morale is essential in making sure that there is freedom. As a result, productivity increases tremendously unlike in organizations where people are given good salaries and remuneration while the environment is not work friendly. In addition, the organization can organize for retreats for the workers to enhance unity and self-awareness where people can interact freely with open minds.
Applauding Employees
An extra method of rewarding is applauding individual efforts even if the employee has not fully succeeded in his or her endeavor (Doyle 85). If an employee does a credible job, it is the responsibility of the managers to reward them. Indeed, managers should encourage employees to continue providing new idea, even if previous ones were not successful. The most successful employees should be given trophies in annual or monthly celebrations, which can motivate them to perform even better.
Publicizing Success of Workers
Another approach of rewarding employees is publicizing their success in the organization and even beyond. This involves recognizing their achievement and then allowing other employees to celebrate their own. Through this way, they share in their achievement. Similarly, rewarding various departments for their outstanding performance plays an essential role in recognizing the success of the departments. It should be noted that employees, just like any other person, want to know whether anybody recognizes what they are doing and whether they are pursuing a good or a bad thing. In addition, removing some of the controls in the organization is a method of rewarding employees. When excess control in an organization is removed, employees are able to take responsibility and operate freely. Therefore, this increases their personal motivation and accountability in executing their responsibility for their work as opposed to where there is strict supervision and unnecessary control.
Additional Authority
Likewise, giving employees additional authority and freedom to make some decisions pertaining to their duties is another way of rewarding them (Philips and Stanley 5). This gives them a sense of satisfaction and fulfillment, which cannot be obtained by money. Moreover, it helps workers to enjoy what they are doing and the fact that they earn trust and confidence from the organization, which is necessary for maximum exploitation of one,’s potential. This also encompasses allocating specialized responsibilities so that employees can fully function and become experts in their areas of specialization. This liberty contributes a lot towards creativity and innovation because there is room for them to act in their full capacities in order to discover new methods of doing things.
Reserving Parking for Employees
Additionally, simple acts by the management like reserving parking for the employees, having holidays and vacations is really rewarding given that it refreshes their minds giving a time to reorganize themselves for the next seasons at work. Such services and favors tend to increase loyalty and willingness since their welfare is well taken care off unlike in other organizations where members of the organization have to struggle with the same.
Conclusion
In conclusion, rewarding is based on the organization’s growth and ability to reward the employees and its benefits are in most cases seen over a long period. Rewarding, which is a key determinant of motivation in any organization, should not only take the monetary form but instead money should be considered as one of the many methods of rewarding employees. In addition, employee rewarding can be done either directly or indirectly but whichever way, it increases productivity and performance in every organization. Since human rewarding is so complex, successful management and development of organizations should ensure that diverse methods of rewarding and acknowledging top performers are invented to enhance motivation. This is because the employees are the organization’s most important assets and better methods of ensuring that employees are motivated ought to be embraced. The various kinds of rewarding are necessary because they increase the degree of dedication and commitment in any organization. With the formulation of such methods apart from money, we are likely to have more interested employees and seriously executing their responsibilities. Likewise, these other methods of rewarding employees motivate them to perform even better. When this happens, the organization will as well realize that there is improvement in every department. Furthermore, rewarding should be well defined and controlled to ensure that it achieves optimal motivation.
Rewarding enables workers to enjoy both monetary reward and other non-monetary rewards. The employees should also be careful to put effort, work harder, manage time and other resources in respect to the services or rewards offered by the organization. One of the most essential aspects of rewarding is that employees will not achieve the highest performance levels without the necessary rewards. This is because employees can be discouraged and de-motivated just like any other human being. An extra key consideration under this is that, rewards, bonuses and other services should be extended based on the organization’s incomes and revenue to avoid making losses (Armstrong 118). This is to ensure that first the main aim of the organization’s objective for operation has been achieved. According to Armstrong, the availability of these rewards will fully persuade the employees to full dedication and eventual commitment to their jobs.
Works Cited
Armstrong, Michael. Employee Reward. 3rd ed. Washington: CIPD Publishing, 2002. Print.
Doyle, Shawn. The Manager’s Pocket Guide to Motivating Employees. Amherst, MA: HRD Press, 2005. Print.
Muller, Christoph. Employee Motivation and Incentives at Apple. Berlin: GRIN Verlag, 2011. Print.
Philips, M. Jean and Gully, M. Stanley. Organizational Behavior :tools for success. New York: Cengage Learning Publishers, 2011. Print.
Podmoroff, Diana. 365Ways to Motivate and Reward your Employees Everyday: with little or no money. Ocala, FL: Atlantic Publishing Group, 2005. Print.
Watkins, Ryan, and Doug Leigh. Handbook of Improving Performance in the Workplace. Washington: John Wiley and Sons, 2009. Print.
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