Corporate Awards And Plaques For Reward Programs
Corporate awards and plaques is one way to reward employees for a job well done
. It can be part of a culture shift where the focus is on rewarding all the time in various ways, a general approach of appreciation and reward, and it will have a definite, measurable impact on the work performance of your employees.
Simple guidelines and principles can make a huge difference in the organizational approach to rewarding performance. Success should be focused on, rather than failure. This simple principle creates a climate where success is visibly regarded as more important than mistakes and failures. All other rewards and incentive schemes should use this as the guiding principle.
Ensure that employees understand the criteria against which they will be measured. When staff members are confused about the criteria for success, frustration with the system will follow.
Recognizing those successes publicly, by thanking employees publicly in meetings, or by making a group email announcement, strengthens this sense of achievement. Timing, as in everything else in life, is important. Do not thank or reward an employee months after a good performance. The sooner after exceptional work recognition follows, the more appreciated and individual will feel.
Sincerity and the personal touch are important. Make sure that any awards are of good quality and speak to the achievement of the staff member to receive the reward.
Real things you can do
Although financial incentives are always appreciated, they will be governed by company policies and there are normally tax implications. Time, namely time off or flexi-time is a useful tool in your motivational toolkit. Incentive schemes should be transparent, and the criteria for reward should be clear.
If awards and certificates are to be handed to key employees, personalize these. Take a photograph; identify a key performance area that formed the basis for that employee-of-the-month certificate. Peer input in selecting staff members who deserve recognition adds to the perceived value of the award. Selecting high quality awards also adds to how people feel about receiving them.
Study opportunities, and indeed any kind of learning opportunity can be an incentive. Career development opportunities can also be used, as can opportunities to accept more responsibility than is the norm. Bursaries to improve qualifications of high performing staff members can be a very motivating incentive.
Team celebrations, picnics, dress-up or dress-down days are all informal, social ways to recognize and encourage good performance. Using humor when rewarding informally can add a sense of fun to the work environment; examples are theme dressing, funny hat days or outrageous sock days.
The availability of management to discuss rumors, issues, or simply to interact with members of staff either formally or informally contributes to staff members feeling more appreciated and involved. A personal, hand-written note from a manager carries more weight than an email.
Lastly, the magic words taught to us by our mothers when we were tiny, still offers a tidy return in goodwill! A simple thank you and please at the right time can make someone's day!
Your budget does not have to determine your motivational activities. There are many tools that can be used to ensure that the work environment is one that celebrates success! In the final analysis, a culture that encourages high performance will have a workforce that performs optimally.
by: Mary Braun
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