Employees are cogs in the wheels that move a business. They are there to act on different roles – some being the face of the company, while others are behind the scenes. Without them, you will be building a house of cards. Most of the Fortune 500 companies value their employees so much that they make a point to appreciate them in every chance they get.
“It makes everyone on your team feel recognized, and fuels everyone’s passion,” exclaimed Issa Asad Florida businessman. Mr. Asad is the CEO of Q Link Wireless and Quadrant Holdings in South Florida. “In turn, the wheels will have been oiled and will move forward with so much more surprising ease.”
Here are the 3 best tips for rewarding employees.
1. Act Fast
When someone does something praiseworthy, don’t sit on the praises for far too long. They may lose the connection between the behavior being recognized and the reward that followed. The great news is that you do not have to give such an expensive present to the individual in question. Something like a shopping gift card or a paid day off will be more than enough to reward their outstanding performance.
The problem with waiting for too long before rewarding an employee for their dedication is that they may do so much more in between, which could go unnoticed. The individual may also forget exactly what they did to warrant such recognition, given that work is dynamic. The earlier you can get to them, the better.
2. Be Sincere and Personal
The best managers always aim to build a solid relationship with the people responsible for moving the business forward – the employees. Trust is a valuable commodity within the organization. If you can get the workforce’s trust, you (and your firm) will be such a force to reckon with.
For this reason, it is imperative that you recognize the top performers publicly, in full view of the peers. Complement them with an heartfelt message that won’t come off as something meant to manipulate them. People can see through cheap and insincere flattery, so you have to avoid that.
Being personal means that you should be there in person with the “recipient” of the recognition when conveying praise. If you cannot make it to the venue, simply schedule a Skype session or a Hangout that will make you engage with them in person.
3. Get to the Point
To succeed in using rewards as a form of employee motivation, always seek to make a connection between the action being rewarded and the reward itself. If you generalize, you may end up sending an entirely wrong message – something along the line of favoritism.
Get to the point – tell them that they did such a good job by going above and beyond what they usually do. State how their behavior was perfect for the occasion and how the company benefited.
Employees play one of the most important parts in determining whether you’ll be a success story or not. Rewarding their excellent performance is one of the best ways of getting even more excellent results in future. Motivation is one of those simple things that you can do regularly to get fantastic output from your team.