Introduction Every company has a workforce with the need and desire to know they are appreciated and valued. It’s a common downfall for the office environment to grow stale and dull which brings about the need of an employee recognition program to stimulate and drive our staff. This program originated as a “want” across all companies, but has now been moved into the “need” category. Companies are taking their goals and strategically aligning them with the employee recognition program. Major corporations have even added this perk to their hiring site. When developed and overseen appropriately, this program can increase the communication line between management and staff. It can also increase employee morale by giving them the feeling of …show more content…
According to Iverson and Zatzick (2011), “employees ' morale and welfare will be particularly important for high-performance work systems (HPWS) that rely on human capital for competitive advantage” (p.29). Note. Adapted from The effects of downsizing on labor productivity: The value of showing consideration for employees ' morale and welfare in high-performance work systems. by Iverson, R. D., & Zatzick, C. D., 2011, Human Resource Management, p. 39.
Project Plan To combat this merger cloud hanging over our staff heads, I suggest the following reward programs be implemented. The first program is Cash Incentive (Debit and Credit Cards). The benefits of cash is that it’s the easiest form to oversee and provide the quickest route to employee satisfaction. It’s easy to disperse to employees. Employees can purchase anything they want and aren’t tied down to company products. While cash may be the easiest to give away, we also have to look at giving out large lump sum prizes which may be more enticing then small amounts. We must make sure that the amount is given separately and not considered a part of the employees regular pay check. While employees may be proud of their earnings, we want to make sure it’s not displayed like a trophy in the office for others to see. Next we have the simple praise program. This can include sending emails to the entire staff on a weekly monthly or semimonthly basis to congratulate certain employees on their hard work and efforts. Praise is
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Recognizing employees for accomplishments such as finishing a major project, reaching sales targets or providing excellent customer service can be an important motivating factor. Set goals for workers to strive for and offer rewards for reaching them. This could be in the form of an employee of the month scheme, a bonus, or a promotion. Some companies conduct meetings where employees are recognised for good work in front of their colleagues. This can help motivate all the workers in the business to strive for success.
Forbes credits staff recognition as the “[s]ingle most influential cause of great work”. Staff recognition also creates a positive culture which increases productivity. 2 In turn, this culture improves performance. 1
However, only two of the five behaviors and actions are related to employee motivation. The most relevant of two requires managerial level employees to foster an attitude of gratitude and send thank-you notes to other deserving employees. A recent study by MarketTools Inc. for Globoforce confirms that a lack of sincere recognition provided to employees is a leading cause of turnover. The study identifies a solid correlation between the level of recognition delivered by managers and the loyalty of their direct reports (Sun). Thus, thank-you notes are cheap and simple yet sincere and an effective way of showing recognition to employees which will increase their loyalty and motivation.
In any business, employee recognition is very important because people want to be respected and valued for their
Improved recognition for employees at LJH Shailer Park can be done in a number of ways; firstly, by giving rewards to employees when they do something acknowledgeable, such as selling a house. The second way is to give employees certificates when they make an achievement in their work. Maslow’s Hierarchy of Needs supports this because it shows that a feeling of accomplishment is a requirement and a motivator in the fourth level. Herzberg’s Motivator factors also supports this recommendation due to the theory stating that achievement and recognition are factors for satisfaction.
Research shows that monetary reward programs play a big part in attracting and retaining top-performing employees . Items such as base salary, short and long-term incentives, health, welfare, and retirement benefits are all items that AFLAC offers its employees. In addition to these, there are also several incentive awards and contest available to AFLAC employees that offer monetary rewards based off of performance. However, AFLAC also offers monetary rewards based off of service. For example, AFLAC Way Honors is a recognition program that is tied to the company’s 15 basics of customer service . This is a program where colleagues are encouraged to nominate other colleagues based off of that colleagues use and understanding of the 15 basics of customer service. Mangers approve and set the award value in point which can be redeemed for merchandise.
Key Finding 1: Approximately 90% of companies maintain some type of reward and recognition program. The majority of companies use these programs to create a positive work environment, improve employee morale, and motivate high performance. Research suggests that when designed and implemented properly, reward and recognition positively affects an organization’s bottom line. The Majority of Companies Maintain a Reward and Recognition Program According to a 2003 survey conducted by WorldatWork and the National Association for Employee Recognition (NAER), the majority of companies maintain
The work by Mayo in the Hawthorne studies demonstrated that the employment relationship was important, and that were employees felt the employer cared and they felt important they were likely to work harder (Gillespie, 1993). Employees regularly state that the best employers are those that provide a workplace which is stimulating and enjoyable, where there is trust and they feel they are treated equitably (Buchanan & Huczynski, 2011). While some of these elements may be assessed by looking at issues such as compensation and working condition, they are all likely to reflect the organizational culture and the attitude towards looking after employees. Therefore, before looking at specific strategies and approaches to different aspects of HR, the concept of culture, which will impact on all areas of operations needs to be considered.
Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace.
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
To motivate employees to work towards reaching organizational goals, managers frequently depend on some form of enticement. Beyond monetary compensation, awards and additional types of acknowledgment can be given, and the ability to choose a work schedule is a possibility. A reasonable pay system, which would be an incentive for individuals and groups to achieve organizational goals, is a hardship manager’s face (Jones & George, 2011). Within the company that I work for, every quarter awards are presented to Customer Service Agents who have maintained a 95 percent or above quality score. Monetary awards are given out as well as time off coupons.