This blog is about incentive rewards
People do respond well to incentives for good performance and to recognition for doing especially good work. Employers shouldn’t forget this if they want great performance.
There are two ways to plan rewards: incentives and recognition -- and there isn’t any reason why you need to choose one over the other.
In the case of incentives workers are told in advance what kind of rewards they will get if they reach a certain goal either individually or on a team basis.
Some employers and employees are uncomfortable with this approach, so you have to use your judgement about whether it will work in your company. Incentives do produce results, and work especially well if you are trying to promote specific targets.
In the case of recognition, the reward is more likely to come after the fact. This is a sign that you appreciate the effort made. Every employer should make use of recognition.
Rewards don’t have to be expensive -- no trips to Hawaii are necessary unless the company can afford it and the performance was really, really outstanding!!! What is important is that when you have special promotions or a busy time is coming up, you get in the habit of planning rewards and doing something about it when you notice people doing things right.
One effective way of motivating workers is to provide incentives and rewards for excellent performance and recognition for a job well done. We sometimes forget these tools because we feel that people are paid to do a good job already.
In the rush to move on to the next job that needs to be done, we also forget to say thank you.
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