Motivating, inspiring and engaging your staff shouldn’t be an onerous task. It should be part of your corporate culture. After all, your
staff should be viewed as your most prized assets.
However, all too often staff engagement is not an everyday occurrence, and as a result we see endless surveys on how disengaged and emotivated many workers feel.
A simple “thank you for a job well done” is a great place to start your culture change. It doesn’t cost a cent and it is a fact that the sender of the message as well as the recipient feels the benefit.
Many organisations consider the implementation of a reward and recognition program, but are put off by the apparent high cost and perceived
lack of business benefits.
However, the high cost of ownership and the lack of return on investment are really a myth. You don’t need to spend thousands of dollars on reward and recognition programs that fail to inspire staff or deliver business improvement.
If you consider four key principals before you implement a reward program your chance of success will rise significantly.
The key principals for success are-
1. Make the program fun to participate in, and ensure your recognition procedures deliver instant notification to the recipients.
Use of social media technology can play a big role here.
2. Make the rewards inspirational. Money has been proven not to work. Involve your staff to learn what will motivate them. It does’t have to cost the earth.
3. M ake the targets, KPI’s or corporate values that you measure achievable and realistic. Setting the bar too high will be a disincentive.
And perhaps most importantly…………………
4. Ensure that the program can measure the improvement to your business and deliver a return on investment. A well planned reward program will pay for itself many times over.
A reward program that delivers on the above will go a long way to ensuring that your staff are motivated, customer service is improved,
staff turnover is reduced, cost of sales are decreased and your return on investment is identified.
