4 tips to making Employee Rewards Programs work

When you’re trying to motivate your employees to perform, the first and foremost thing that comes to mind is a robust rewards and recognition program, being implemented across the organisation. If this kind of program succeeds, your organization will enjoy greater productivity benefits and more engagement of employees as they will feel empowered and willing to work.

But a lot of things can go wrong and the program can fall through the cracks if you don’t plan and implement it properly. Here are some tips that you may want to know to make sure that the rewards program you implement is well worth it for your organisation and your employees.

1.    Gear It Up for The Desired Behaviours You Want Employees to Exhibit

The rewards program that you come up with needs to be encouraging the behaviours you need from the employees, whether greater participation or increased enthusiasm/competition, through these rewards programs. You need to incorporate it into the structure of these programs to indirectly or directly lead to a positive and encouraged behaviour from your employees.

These behaviours can be a direct or indirect outcome of the rewards program. For example, you may need your salesforce to get more leads for your organization. Put out a compensatory reward, financial or otherwise (a trophy), in such a case for the most leads bought in for the day.

If, for example, you want a more collaborative effort on a particular project from your team, you can reward teams as a whole if they meet the goals of the project by the end. That should keep them motivated until the end of the project and work as a collaborative unit.

2.    Core Values Shouldn’t Be Lost in The Program

It will confuse your employees if your core values state something and your rewards program says something else entirely. The consistency of message is important. Make sure to align your rewards program with your company values. So for example, if your company values personal development more, offer an opportunity as a reward instead of financial rewards.

And if your core value is to innovate, you’ll just have to show your reward program to be an example of that. You may get a rewards program for your company focused on your core values at power2motiviate.com.au

3.    Keeping the Promise

Don’t just implement a recognition program just for the sake of it. You have to have something that does reward and recognize your employees, otherwise, it would demotivate them and make them distrust the system.

Managers need to be more active in designing and monitoring the program as it can determine how successful the program actually is. It’s not just HR that should be doing that.

4.    Communicate with Your Employees

Employees have differing desires, tastes and motivations that drive them to perform better. You know your employees better, and can only incorporate things in your recognition program that will meet those needs. Exact examples are out of question but one thing’s for sure: you will have to communicate with them better.

They’ll tell you how they want recognition and rewards and will know that you do care for them. You’ll know what motivates the

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