It’s quite natural that everybody craves to be appreciated and praised. Remember your childhood days when you would get a candy bar or good clothes or cycle etc for work done well, the parents would turn out to be the best source of advertisement to tell how their children had made them proud and how much they are happy about it, its quite embarrassing after sometime but you like it the way it is and it makes you happy, doesn’t it???
To be praised, appreciated, and reward accordingly for the job performed well is quite human and its natural feeling for anyone wanting to be appreciated and rewarded, for putting their best efforts, for achieving the target or going beyond what is expected. These praises, appreciations, recognitions are “THE” attributes which drives one to keep moving and motivated in order to perform well and as expected.
Like Boost is the secret of Sachin’s energy, in the same way these Reward and Recognitions are “the boost” factors of every employee of any organization. This kick of boost is required quite often in any normal working environment. If these capsules are not giving on a regular note, there is a possibility that employees become weak and demotivated. These boosting factors are like vitamin capsules they need to be given on a regular note. Therefore it’s quite important to keep the employees motivated for better to best results and at this point R&R (Reward & Recognition) Program plays a vital role.
R&R, if given a little modification can be like R-R i.e., Retention to Retirement. These R&R programs are one of the effective factors which helps in retaining employees and make them productive (though there are many factors which help in employee retention but considering R-R to be on the priority list), its effect is seen as some employees stay in the organization for longer duration till the time they attain retirement (R-R).
Making R&R program effective is a challenge, as the motivating factors vary to a very large extent from employee to employee, like an employee may be motivated from a monetary reward the same may not be the factor for the other. It’s again important that there are no loop holes in the program by placing the challenges and targets fair and transparent, and making it in align with the job well performed and fair targets achieved. A lot of research goes into this, one need to be careful in designing the same.
Well, at the end it would not be wrong to say that, R&R needs to be one among many motivating factors that make an employee achieve better and better each time and helping them become an idol so that looking at them others put in their best of the efforts. Hence, this program should not be taken for granted but one considers it as “the boost” factor which strengthens the relationship between the employees and the organization to a large extent.
Posts
Hey,
ReplyDeleteThe beauty of praise or a compliment is it can be given on the spot and not postponed until a structured opportunity presents itself. You would be surprised what a nice personalized note will do for some. You need to know your employee…what works for one may not work for another. Usually combination's of recognition work best. However in some cases the informal “thank you for a job well done” crosses all demographics… everyone likes this method of recognition and it’s quite cost-effective as well!
It won’t be surprising; salary won’t increase motivation in workers at all times, they won’t feel it as recognition, as well as having a salary level higher than that of co-workers. Yet some times in some employees we will find that a promotion incentive was a strong motivator and that when the promotion system was perceived to be fair, it is a strong motivator than salary.
A skittish economy tests a company's leadership skills, because employee motivation becomes more difficult at the same time management's attention and resources are pulled in other directions.
We hear the buzzwords, "Empowering Employees" yet do we really know how to do that? A shared vision is required.
There are many employee-owned organizations (not in India). Where the employees or staff holds 49 percent stake in the company through an employee stock option plan. Is it possible in India? If so how many companies do it. The first company that comes to my mind in this regard is Infosys. May be 49 percent stake is not given but there is employee stock option plan. Even Narayana Murthy’s car driver holds stocks which value more than crore rupees.
It is one way to reward, retain and motivate long-time employees in the company.
"This is one way of giving back to employees," "It is very good for employee motivation."
"That feeling is pretty pervasive here".
And I had never seen in India ( if so would be very rare) a HR team is being involved in strategic meetings and employee involvement we won't see this in the near future too, In this regard we are some 40 to 50 years behind western countries.
The best is Japan were employees opinion is given more importance and they implement the thoughts of the employee and even the profit percentage will be shared to them which I call empowering employees.
A thought for CEO’S, CMD'S, CAO'S and Director's......... Am I right? Will they? If so I am ready with one better article and a best live example (Malaysian airlines).
Most of the organizations.... “They pretend they pay us and we pretend we work."
Hey All,
ReplyDeleteOnce when one of the Malaysian airlines was running in loss it was bought by an Indian born in Malaysian who gave an importance to his employees first than the customers, the reason is, he firmly believes that if he takes care of his employees then they in-turn will take care of their customers. Simple right!
A Violinist who travelled in the cab which belongs to the same airlines forgot his costliest violin in the cab which he purchased by spending lot of his money. The worried violinist lodged a complaint in the near by police station. The next day, the cabby a man of modest means, it didn’t occur to him to do something immoral with the costliest violin which he found safe and sound inside the cab.
Instead, he rushed to do the right thing, reuniting the violin with the violinist, who fell to his knees and wept, then emptied his wallet and tried to handed over the contents to the cabby, but he politely refused to take, instead he said he is been looked after by his company very well.
But the real reward wafted over the taxi holding area two weeks later, when the grateful violinist gave a special performance of thanks for the cabby and 100 of his fellow drivers, as taxis idled and airplanes taxied in accompaniment.
“Anybody out here would have done the same thing,” asserted a modest cabby. Moved by the music and the motivation behind it, another audience member noted, “A lost violin brought everyone together.”
We only find the motivation factor in the above happened incident, its not that employees always look for rewards or recognition.
A thought for the companies if they look after their employees well then the employees will look after the client’s very well so simple right.