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Employee Motivation

Small Adjustments Yield Big Rewards

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We previously discussed how periodic reevaluation of benefits and incentives can help keep employees motivated, while attracting high quality new talent. Keeping just a few things in mind can facilitate a smooth evaluation and change for any rewards program.
Little Things Matter
Believe it or not, some of the most often cited rewards or benefits of satisfied employees are the smallest things; periodic water cooler breaks without fear of punishment, particular kinds of sugar for coffee, access to vending machines. Small things that directly affect employees’ day to day life can often be the strongest players in a rewards system, and can contribute directly to desirable work culture. This is a prime opportunity to solicit employee feedback. Ask about things that would make their daily lives a little easier and find creative, cost-effective ways to implement their suggestions.
When crafting an original benefits and rewards system, dealing in generalities is advisable to allow one to cast the largest, most widely attractive net possible. Down the line, however, once a solid staff is in place, catering to the existing employees will go a long way. For example; if a business has a large number of employees with small children, consider adding an additional day or two of sick leave to accommodate the inevitable sick child. Plan employee outings that either don’t interfere with family time or are appropriate for children to attend. This is just the tip of the iceberg. A business filled with young, single professionals can plan cocktail events in trendy establishments. An office full of foodies can go visit an innovative new restaurant. The possibilities are endless. Incentives aren’t always about attracting new talent. They are powerful motivational tools for an existing staff.
It may seem like a no brainer, but whenever possible the boss should participate in the incentives program with the staff. That’s not to say there can’t be employee only events. In fact, these are advisable to give staff the opportunity to be social without the potential stress of having their employer watching their every move. However, it is important for employees to see their supervisors as part of the same team they are on. Failing to appear at any events or parties can be off putting. Yes, you have a busy schedule, but maintaining contact with staff, and thereby keeping an eye on employee morale, is easily as important as any meeting you have scheduled. Maintaining an attractive incentive and benefits program and a work culture that is in touch with the workers participating in it is absolutely imperative to success in a modern market where high value employees have the freedom to consider more than just income. Make them a priority and they will make their work, and your business, a priority.
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