As unemployment records fall and the need to retain good staff becomes even more important, organisations need to look at ways they can meet the needs of employees, so they do not feel disengaged and unmotivated at work.
Once employees feel competent in their role, respected by coworkers and have a sense of autonomy in how tasks are completed, they become high performers within an organisation. To maintain this motivation and sense of purpose, an organisation’s reward programme can reinforce loyalty.
Rewards for employees can be linked to anniversary programmes, employee referrals, sales incentives, spot recognition and other important markers within your own organisation. Here are some of the best ways to reward your employees.
8 Ways To Reward Your Employees
1# Bucket List Experience
Rewarding an employee with a bucket list experience doesn’t need to be expensive. A hot air balloon ride, a brewery trip or a one-hour lesson with a professional photographer, golfer or chef could be meaningful and hold more value than a physical gift, though high-tech headphones can also work.
2# Thank You Note
A sincere note to your employee with your appreciation for your work can be very effective. It is important to employees that they see that management recognize the work of employees “at the cliff-face”.
This appreciation needs to be specific and genuine, as employees will not be impressed by a generalised letter.
3# Donate to a Charity of their Choice
When you want to reward a subsection of your employees, consider donating to a charity of their choice.
With a small team of people, it is likely that amongst them will be one or two who are dealing either directly or through family, with health or social challenges caused by cancer, disability or homelessness.
This can lead to employees able to offer additional support to those who need it, now they know of the case.
4# Event Tickets
Buy tickets so they can watch their favorite team play locally. From soccer to baseball, rugby to hockey, your support of their hobby will be considered ample compensation for their work.
Alternatives are tickets to concerts for favorite bands or for when the touring opera company or touring play is in town.
5# Offer Flexibility
When an employee has been working extra hours, the suggestion to come in late the following day is quickly interpreted as a signal of trust and appreciation.
Permission to work remotely is another important signal of recognition and trust that employees appreciate.
6# End of the Year Awards Party
At the end of the year, organise a company party in which rewards are given out to peer-nominated employees.
The awards can have value, with silver gifts for him such as a business card holder or gold gifts for her like a boxed pen set.
Categories could include the best newcomer, going the extra mile, most valued player and other categories.
Use video nominations and make it fun, including gently teasing awards to employees such as the “Duct Tape Award” for the employee able to fix just about anything; the “Bermuda Triangle Award” for the desk where things are placed, never to be seen again; the “Office Prankster Award” for making sure anyone returning from holiday comes back to watercress growing in their keyboard and a cubicle full of balloons; and the “Debbie Downer Award” for the employee most successful at figuring out the worst-case scenario to any situation.
7# Health Club Membership
Time out for a spinning class, yoga, CrossFit, or a free month at the gym. If exercise isn’t there thing, an afternoon at a spa for a sauna, massage or manicure will make them feel good.
8# Acknowledge your Employee’s Birthdays & Work Anniversary
Send a gift to your employees home address to celebrate their birthday or work anniversary. It could be a box of healthy snacks, a shopping coupon, movie tickets or an elegant employee of the year work anniversary card from Kudoboard.
You could even offer all employees paid time off on their birthdays with zero obligations. This allows employees to relax and enjoy their day, returning to work more focused and engaged.
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Author: Georgi Petrov