Motivates employees to give their best and more
Increases overall employee productivity
Encourages a sense of healthy competition
Employees gain respect and recognition
Provides job satisfaction to employees
Improves employee loyalty
Reduces employee turnover
An initial survey may be conducted to understand the parameters the employees wish to be rewarded for. They may also be asked their preference of reward – cash reward, increase in number of days off, certificates and/or mementos, tickets, etc are popular methods of rewards.
The program should have an impressive name, something that urges participation and motivates them to win. There is a reason why “Employee of the Year” has become a popular phrase in corporate circles.
The program should be well-defined. What is being awarded? Who is eligible to participate? What are the different stages? What is the time frame? What are people competing for? Is it for individuals or teams? What are the dos and don’ts? Is the reward in cash or kind? The program should be designed effectively to eliminate confusion.
The selection method should be kept transparent and employees should be informed and explained about the criteria for selection/ elimination.
ERP’s should be well marketed depending on how important it is. Daily/ weekly rewards can be limited to inter-office newsletters, bulletin board, etc. But more prestigious categories like a major target achievement, an annual award, a unique achievement or record created, any effort from an employee that helped the organization in a major manner, etc need to be mentioned and marketed on a larger scale such as through the main website, the company’s social media pages and blogs, etc.
The marketing campaign can be in three stages:
Before the program starts – to increase participation
During the program – to keep the employees updated about their progress
After the program – the winners need to be recognized aptly through by the company by publishing their name along with their photo.