3 no-cost rewards that motivate employees
November 9, 2009 by Christian SchappelPosted in: Communication, In this week's e-newsletter - benefits, Incentives, Latest News & Views, Management, Pay and benefits
If you suspect some employees aren’t completely plugged into — and enthusiastic about — their jobs, here are three ways to get more from them:
Shine the spotlight on them
In general, the more frequently employers reward workers, the more those workers will aim to please.
The key is making sure rewards fit the size of employees’ accomplishments — and that the rewards vary.
Example: Don’t always give away the same $10 gift cards. Instead, hold a public recognition ceremony or send out a company-wide e-mail praising the employee. Be sure to focus on what the employee did that saved others time, boosted profits or otherwise helped the company.
Offer decision-making power
Another good way to show employees they’re appreciated and make them feel valuable: Encourage supervisors to allow employees to make small financial decisions.
Example: Let employees choose which new desk chairs everyone will get or which prizes will be given away at the next employee appreciation meeting.
Solicit employee ideas
Welcoming ideas from employees about new benefits is a great way to get them plugged into your programs.
Sure, a few suggestions are bound to leave you scratching your head. But if you can use just one, it’s worthwhile.
Tags: employee appreciation, gift cards, rewards
November 12th, 2009 at 4:43 pm
Most employees are not so naive that they don’t understand that you’re trying to bribe them into feeling good without paying them what they’re worth. ‘m not saying these are bad ideas, but they won’t do a lot to raise morale if it’s low.
November 13th, 2009 at 8:04 am
For some employees the key motivator is money but for others (and this group is larger than you think) money may not be the number one motivator. It goes without saying that all the “no cost” motivators in the world will not fix employees feeling underpaid – but even overpaid employees can feel undervalued if they are not given other positive feedback. There are many reasons for low morale not associated with salary levels. These ideas are great – I would love to hear others.