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.
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
Here are some tips to
keep in mind:
the extraordinary and unusual.
- Do not
offer recognitions to those not deserving just to be "fair" or
to avoid hurting feelings.
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.
small measurable successes - don't wait until the whole new design is
built - people need to be calibrated frequently.
- Set the
right goals and show how they fit into the overall company goals.
people as individuals - learn what motivates them and reward accordingly.
ONE SIZE DOES NOT FIT ALL.
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.
Labels: compensation, Human Resources, management, recognition