Rewarding Employees

After identifying the MVPs and the most-improved players, provide some type of publicity to increase the positive impact of the rewards. Designate a wall for employee recognition. Fast-food chains, recreation centers and large corporations have them, so why don’t you?

This “Wall of Fame” should contain rewards, recognition and appreciation, such as employees’ photos, announcements and commendations. The wall should be in a high-traffic area where employees will stop to look without blocking entrances or exits. Not only do employees feel good every time they see themselves, but the recognition will continue when colleagues comment that they saw him or her on “the Wall.”

4. Spend time with employees.

Show interest in employees beyond work accomplishments. Inaccessible or generally invisible managers make employees feel they are not valued by the higher-ups or the company. Spending time in employees’ work areas is rewarding to employees, essentially telling them that, although there are other issues that need attention, the team is also important.

Do not pay visits only when a problem needs to be addressed; meet with employees to see how things are going and ask a few questions, but be willing and open to answer even more. In contrast to physical rewards, these ongoing psychological rewards build employees’ sense of self-worth and competence.

5. Promote from within.

This is considered to be one of the best ways to recognize and reward those who consistently demonstrate excellent work. Usually seen as the ultimate reward, it fulfills the successful employees’ needs for recognition, achievement, responsibility and personal growth.

For those who are promoted, be sure there is also a tangible reward, like a raise, a better office or workstation, a better parking spot or maybe an extra day or two off. Such acts typically motivate others to work harder to receive a similar reward.

To make an even better impression, formally announce the recognition, and send the recipients a personal note. And don’t forget–employees remember every promotion. So, put up your brightest smile and harness the power of recognition.

Works cited:

Cadrain, D. (2003). “Cash vs. Non-cash rewards.” HR Magazine 48(4), 81-87.

Robb, D. (2007). “A total view of employee rewards.” HR Magazine 52(8), 93-95.

Saad, L. (2010). “On-the-job stress in U.S. workers’ biggest complaint.” Retrieved from www.gallup.com/poll/142715/Job-Stress-Workers-Biggest-Complaint.aspx

Tatiana Chalkidou is currently a doctoral student at Oklahoma State University. She holds an MBA from the University of Leicester as well as a Bachelor of Science from the University of Athens in Greece. She has worked for the Athens 2004 Organization Committee during the 2004 Olympics. She can be reached via e-mail at tat.chalkidou@okstate.edu.

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