COMMON PITFALLS TO AWARD PROGRAMS

Information about COMMON PITFALLS TO AWARD PROGRAMS

Published on July 14, 2014

Author: JodyUrquhart

Source: authorstream.com

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COMMON PITFALLS TO AWARD PROGRAMS : Jody Urquhart Idoinspire.com COMMON PITFALLS TO AWARD PROGRAMS COMMON PITFALLS: There are some major pitfalls to generic award programs: 1. The reward is handed down from management and reinforces imbalances in power. 2. It can be patronizing to receive a small award for a large accomplishment. 3. The accomplishment is often a team effort. It fosters resentment when just one person gets the reward. COMMON PITFALLS PowerPoint Presentation: 4. They cause competition. 5. The reward usually occurs annually or semi-annually, thereby greatly postponing recognition for superior daily performance. 6. Salary raises are nice, but seldom motivate people to consistently achieve on the job. 7. Top performers are often the same people every month. A formal award system may become a program that neglects secondary achievements. How is this helping the rest of your staff? You may be causing resentment . PowerPoint Presentation: 8. The most common flaw of award programs is that they often reward people for doing work they were supposed to do anyway. Why are formal award systems so popular then? The main advantage to formal awards is that they are easy to administer. All you need to do is calculate how close (or how far) people get to their goal, find the “top achievers” and acknowledge them with your standard reward. This advantage is also the major disadvantage. PowerPoint Presentation: Formal awards are a “mass acknowledgment” program. They can be very impersonal and don’t take into account the strengths, accomplishments, or efforts of individuals. They don’t take into account employees’ say. Formal award systems recognize one narrow aspect of the job (such as increased revenue, sales or productivity) and those few employees who are good at achieving that goal. By contrast, informal recognition programs focus on Spontaneous and personal appreciation of employee efforts. The Art Of Appreciating Others: 1. Specific: Talk very specifically about what you saw the person do. General motivational clichés like “good team player” will have a lukewarm effect. 2. Immediate: Obviously praising someone for something she did nearly a year ago is a waste of time because the best acknowledgment is immediate. “Catch” someone in the act of doing well and compliment the behavior on the spot. The Art Of Appreciating Others PowerPoint Presentation: 3. Personal: Use the person’s name and talk about the qualities they bring to the team. 4. Spontaneous: Never script compliments; it helps to practice them regularly so you can be spontaneous. Acknowledgment doesn’t have to come from a manager. Train and encourage all employees to recognize each other. Train in the four steps above and have employees role-play to acknowledge one another. Create a culture of appreciation (see below) where employees regularly recognize each other’s contributions. Thank You: Thank You http://www.idoinspire.com

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