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Rewarding your employees is important as it means will help them to stay motivated and competitive, and can act as a sort of training tool, showing them what kind of behaviour is met with rewards, and what isn’t.
Positive reinforcement is a big part of learning in the workplace, and employees will recognise and repeat the behaviour that is rewarded. Here are a few tips on how best to reward your staff:
"Hey! Good job!"
Sometimes, rewarding your staff is as easy as saying, “Thank you, well done”. It is not always possible to offer employees a more tangible reward, and you’d be surprised by how far simple verbal recognition goes.
Even better, write it down, in a handwritten note. This is good because it shows that your appreciation goes beyond the moment in which you express it.
It shows that you have thought about it before, taken the time out to write something personal and actually give it to them. It is also something they can keep, which will remind them to keep up their good work.
Remember to be clear about what it is that you are thanking them for. If the message it to general, they may not trust it.
Offer visible rewards
A good incentive to work hard is to offer some kind of reward that other employees can see, once it has been awarded to a particular person. An established way of doing this is to have an “Employee of the month” wall, which people can compete to have the photograph hung on.
However, this may not appeal to you, or fit in with your working environment. Perhaps try leaving something nice on the desk of the deserving employee. A basket of treats might do, just make sure it’s something that your employees will enjoy and will recognise as a reward for exceptional work.
It will encourage healthy competition and add a sense of fun to the workplace.
Christmas bonus
If you can afford to, offering a thirteenth cheque to employees is a great way to show your appreciation at the end of the working year.
However, you by no means have to offer one, and if you haven’t the resources for it, it’s not the end of the world. Employees do not have a right to a thirteenth cheque, but it has become something that many people expect, so if you are not going to offer one, it is advised to be upfront about it.
Perhaps, instead of the monetary bonus, do a little something special at the end of the year, to show that you recognise the work your staff has put in over the year, and that you do not take them for granted.
Perhaps take them out for a dinner, or take them on a day trip somewhere lovely. Make the reason for the event clear to the employees.
Promotions and pay raises
Promotions and pay raises are classic incentives that will always be incredibly effective.
These are both good because they are not only a sign that employees are appreciated, but they affect their quality of life and their career opportunities. If an employee knows that their efforts could be contributing to their future, they are more likely to commit to their position and work as hard as possible.
In all of this, it is very important that you communicate well with your staff.
They need to know exactly how they can expect to be rewarded, and exactly what it is they are being rewarded for, when they do warrant such treatment.
You also need to make sure that you can communicate well enough to ensure that the rewards you offer are well received. You won’t achieve anything if you are giving employees things they do not want.
The part-time University of Cape Town Effective People Management short course is presented online throughout South Africa and starts on 23 April 2012. Contact Anique on 021 447 7565 or anique@getsmarter.co.za, or visit www.getsmarter.co.za for more information.
Follow Women24 on Twitter.
Positive reinforcement is a big part of learning in the workplace, and employees will recognise and repeat the behaviour that is rewarded. Here are a few tips on how best to reward your staff:
"Hey! Good job!"
Sometimes, rewarding your staff is as easy as saying, “Thank you, well done”. It is not always possible to offer employees a more tangible reward, and you’d be surprised by how far simple verbal recognition goes.
Even better, write it down, in a handwritten note. This is good because it shows that your appreciation goes beyond the moment in which you express it.
It shows that you have thought about it before, taken the time out to write something personal and actually give it to them. It is also something they can keep, which will remind them to keep up their good work.
Remember to be clear about what it is that you are thanking them for. If the message it to general, they may not trust it.
Offer visible rewards
A good incentive to work hard is to offer some kind of reward that other employees can see, once it has been awarded to a particular person. An established way of doing this is to have an “Employee of the month” wall, which people can compete to have the photograph hung on.
However, this may not appeal to you, or fit in with your working environment. Perhaps try leaving something nice on the desk of the deserving employee. A basket of treats might do, just make sure it’s something that your employees will enjoy and will recognise as a reward for exceptional work.
It will encourage healthy competition and add a sense of fun to the workplace.
Christmas bonus
If you can afford to, offering a thirteenth cheque to employees is a great way to show your appreciation at the end of the working year.
However, you by no means have to offer one, and if you haven’t the resources for it, it’s not the end of the world. Employees do not have a right to a thirteenth cheque, but it has become something that many people expect, so if you are not going to offer one, it is advised to be upfront about it.
Perhaps, instead of the monetary bonus, do a little something special at the end of the year, to show that you recognise the work your staff has put in over the year, and that you do not take them for granted.
Perhaps take them out for a dinner, or take them on a day trip somewhere lovely. Make the reason for the event clear to the employees.
Promotions and pay raises
Promotions and pay raises are classic incentives that will always be incredibly effective.
These are both good because they are not only a sign that employees are appreciated, but they affect their quality of life and their career opportunities. If an employee knows that their efforts could be contributing to their future, they are more likely to commit to their position and work as hard as possible.
In all of this, it is very important that you communicate well with your staff.
They need to know exactly how they can expect to be rewarded, and exactly what it is they are being rewarded for, when they do warrant such treatment.
You also need to make sure that you can communicate well enough to ensure that the rewards you offer are well received. You won’t achieve anything if you are giving employees things they do not want.
The part-time University of Cape Town Effective People Management short course is presented online throughout South Africa and starts on 23 April 2012. Contact Anique on 021 447 7565 or anique@getsmarter.co.za, or visit www.getsmarter.co.za for more information.
Follow Women24 on Twitter.
