Rewards and Recognitions

Typically, it is the responsibility of the professionals in Human Resources (HR) to recommend and often control compensation, bonuses and other rewards and recognitions available to management.

It is management’s responsibility to determine what they wish to reward, how often, and whether or not the decisions they’ve made regarding these extra monetary compensations and/or perquisites are achieving the goals they wish to achieve.

Here are some tips to keep in mind:

1. Recognize the extraordinary and unusual.
2. Do not offer recognitions to those not deserving just to be "fair" or to avoid hurting feelings.
3. Reward and reinforce those behaviors that actually matter to you. For example, if you reward quantity of calls handled by call center agents, you are forcing them to give up quality (defined as actually satisfying the caller-customer) so that they can make their numbers.
4. Create small measurable successes - don't wait until the whole new design is built - people need to be calibrated frequently.
5. Set the right goals and show how they fit into the overall company goals.
6. Treat people as individuals - learn what motivates them and reward accordingly.
7. Remember:  ONE SIZE DOES NOT FIT ALL.

Rewards and recognitions are the responsibility of all involved in the management and development of employees. Explore this subject further with my online course provided through Proformative or contact me for a personal consultation.