Even though a department is working together toward a common goal, an employee may begin to wonder "what is in it for me?" Will meeting the goal increase my yearly bonus? Will exceptional performance increase my chances for advancement within the organization? All of these questions need to be addressed at weekly department meetings and must be answered honestly and directly. These answers may add to the overall productivity of all the team members.
In an article entitled, "The Incentive Edge" (Sales and Marketing Management,May94) the author states that plain and simple employees who feel valued and rewarded are motivated to perform. An important part of the plan is making them feel valued in a well-structured incentive and recognition program for a job well done is peer appreciation and awards from the company. Incentives and rewards are not a cure-all for the ills within a business plan. They are a powerful tool within an overall plan for achieving better working conditions and higher productivity and job satisfaction.
Incentives and rewards can be effective at all levels and within all aspects of an organization. However, it is important for upper management to know the employees along with their likes and dislikes. An incentive or reward will not be effective if it carries no meaning to the recipient. An employee that frequents the symphony or ballet in all likelihood would not enjoy a family pass to a monster truck show. Receiving an award would very likely bring about an immediate upswing in department goals, however, an incentive can also strengthen productivity and quality and reduce absenteeism and employee turnover. The organization may also witness improved work habits and safety along with fostering feelings of loyalty and teamwork within the organization. .
One of the difficulties that managers face as he or she creates meaningful rewards and incentives is remaining creative.
