A positive office environment is essential to getting the best out of your employees, and rewards for their good work can go a long way toward making your workplace pleasant. Honoring employees for their contributions boosts morale, improves productivity and enhances retention. In a business world where fewer workers are doing more, employers have
fallen way short of giving employees the recognition deserved and expected for a job well done says, expert.
Providing that recognition requires developing award criteria.For a recognition program to be meaningful to both the awardees and the others in the department, it should be tied to the department’s goals, mission, or values. As a leader, you can determine the goals and purpose of the program on your own, or you can ask that a team of employees provide you with suggestions. Another idea is to conduct an employee opinion survey. It can assist a recognition committee in identifying preferred types of awards, establishing nomination and selection procedures, and determining the frequency and method(s) of award presentation preferred by employees.
A department’s recognition program may include recognition for employees, supervisors and student workers; as well as, formal and informal recognition methods or both. A recognition program should strive to be aligned with a department’s mission and/or core values to help create a positive work environment for employees, increase employee performance, engage employees, and improve employee morale. The steps outlined below will guide departments through the process of developing a recognition program.
CRITERIA’S FOR REWARDS
The reward is basically based on the level of job performance ability of an individual. The one who can perform the job well can get a high reward in comparison to the poor performer. Hence, under this criterion of reward distribution, an individual’s performance is evaluated before assigning any reward.
Another important criterion of distributing reward is the effort contributed by an individual towards organizational objectives. Where the question of employee performance is a low caliber, the only one way of rewarding employees is the basis of effort. Through this criterion one can exert the input of individual for organizational activities.
Under this criterion, the reward is provided to those individuals who have served relatively for a longer period. This is one of the traditional ways of determining rewards in the organization, under which, the rewards are provided on tenure basis. Hence, length of service on the job is a major factor in determining the level of pay and it is easy to determine rewards.
4. Skills Held
Under this criterion of reward distribution, individuals having special skills are rewarded. It is another important practice of distributing rewards which is not unknown in organizations. Under it, regardless of whether the skills are used, these individuals who possess the highest talents are rewarded.
5. Job Difficulty
Under this criterion of reward distribution, the complexities of the job are considered as the basis of rewarding employees. It assumes that the complex and difficult jobs require higher attention and concentration at work. So, these types of job holders should be rewarded.
Some Suggestions for Types of Awards include
- Going the Extra Mile
- Customer Service
- Professional Development
- Award for Excellence
- Creativity and Innovation
- Performance Excellence
Example of Award Themes
- Keys to Excellence Award
- Exemplary Performance Award
- Employee of the Year
- Outstanding Employee Award
- Employee Safety Award
- Superior Customer Service Award
- Teamwork Award
To know more about factoHR – HR & Payroll software, please contact +91 782 000 3100 or visit www.factohr.com