Over and above monetary reward, what people crave is some form of praise. They need assurances that their efforts are known, valued, and appreciated. Sometimes all it takes to satisfy this desire is a sincere "well done". My previous employer would conduct one-on-one monthly evaluations. During these evaluations the supervisor would sit with the employee and discuss many different aspects of their job. The employee would receive verbal recognition for being a good team player, meeting deadlines, initiative, and other applicable achievements. .
Of course, monetary rewards can be a very strong motivator also. When my previous employer would conduct their monthly evaluations, they would give bonuses to employees who had met or exceeded management's expectations in different areas. Also, on occasion, the owners of the company would come to my department and congratulate all of us for working hard and going above and beyond their expectations, especially when they would push up deadlines and we would still get the work done efficiently and on time. When they would congratulate us for our efforts, they would also give each of us $50 gift certificates to Claim Jumper. When we would be rewarded in this manner, it made each of us strive to keep doing well in hopes of receiving these rewards again. .
Employee feedback is another tool used to motivate employees. Feedback can be both positive and negative. Performance reviews are important to make the employee aware of how well they have performed and where improvements can be made. Unfortunately performance reviews can be emotional for the employee, because the manager must communicate both praise and constructive criticism. A major concern for managers is how to emphasize the positive aspects of the employee's performance while still discussing ways to make needed improvements. If the review is handled poorly, the employee may feel resentment and conflict may result, which could be reflected in the employee's future work.
