Employers and mangers should pay attention to their employees and special attention to the best
employees. This is done to encourage good performers, to push them to greater heights. Positive recognition for people can
ensure a positive and a productive organization. The recognition of outstanding performance aims to create an understanding
of what behaviour might add significant value to the organization and to promote such behaviour. Awards- monetary and non-monetary
– should be given based on the achievements and accomplishments of workers. (The Business Research Lab, 2006)
Monetary rewards
Monetary rewards are those paid by any negotiable instrument- cash, cheque, money order and direct
deposit. It can also be any item that can be readily converted to cash such as savings bonds or gift –cards/certificates.
Non-monetary rewards
These can be in the form of meals, trips, plaques, trophies, desk items, cups and mugs, personal
items and clothing such as caps, shirts and sweatshirts and other items such as tools, electronics, radios and sports equipments.
(The Business Research Lab, 2006)
Management
To insure fair and consistent application, set of rewards and recognition programmes should be developed.
This should be characterized by pre-arranged frequently scheduled ways of acknowledging contributions and accomplishments
for an individual or team. Reward and recognition should be given as acknowledgements and appreciation for attendance, safety,
customer service, productivity, public service, outstanding achievements and the like.
Another approach to employee recognition is by providing employee rewards and recognition at anytime
for demonstration of behaviours and values of the organization; contributions to the goals and objectives of the organization
or work unit and to acknowledge individual or team accomplishments. Such behaviours and contribution are team work, project
completion, suggestion for a new or modified business practice, exemplary efforts, employee appreciation, employee of the
month and honouring separating employees. ( Joan Llyod at Work, 2007)
Goals and objectives of rewarding
Attendance reward is given as an incentive to reduce the number of unplanned sick days or lost
days due to injury and to reduce the level of over time required to back bill absent employees .Customer service rewards help
to promote and recognize employees for outstanding customer service. Sales award provides an incentive for employees to increase
the sales margin over the previous fiscal year, such as in a bookstall.
The main purpose of this rewarding strategy is to support business goals and to recruit and retain
high performers .Compensation and rewarding is important. A recognition programme can be arranged anytime and it does not
have to be expensive. All it needs is fairness, high visibility and consistency. To be fair, a programme must not favour one
employee over another. Making certain that a programme is highly visible will help to ensure consistent implementation .The
reward should just be part of the process. Recognition, however, can be achieved by the reward given at a gathering of employees.
A good manager automatically knows that employee satisfaction is essential to healthy teamwork and productivity. The best
manager will always try to find ways to bring out the strengths in every employee but when an employee just isn't fit for
the job, the manager should take a hard look for a better way to use their talents.
References:
Joan Llyod at Work, "Rewards Management"
Available from: http:// www.joanlloyd.com/
The Business Research Lab, "Rewards Management"
Available from: http://www.busreslab.com/
CIPD, the HR and Development website,"Rewards Management 2007- Surveys"
Available from: http://www.cipd.co.uk/subjects/ pay/_rewrdmansurv.htm
