As the economic downturn continues to take a toll on companies’ ability to maintain employees, and lay-offs ensue, it is important to retain current employees and make them feel secure. After a lay-off remaining employees often harbor a sense of fear and worry, making them less productive. They have a hard time focusing and being productive because they spend their time worrying if they are going to be next in line for a lay-off. It is important for both the employee and the company that the employees feel secure and motivated to work hard.
Motivating employees can take a variety of forms. It is important to also engage them as an individual and make each person feel like an important part of the whole. The Hay Group suggests six steps to succeed at engaging and motivating employees:
- Ensure there is a clearly communicated link between performance and rewards within the organization.
- Ensure that there is proper differentiation in performance ratings between employees.
- Root out bad business practices, such as unnecessary work and duplication, that can adversely affect employee enablement.
- Put the right people in the right jobs by focusing on job sizing and the kind of person that best fits the role.
- Monitor and improve the work climate within the organization by ensuring that leaders have the right competencies and management styles to motivate employees.
- Focus on non-monetary rewards such as career growth opportunities, development, and recognition programs.
An innovative way to implement an employee reward program, which builds teamwork among colleagues, is with spot rewards, like a small denomination gift card. For example: reward a team if they achieve realistic sales goals or a safety reward for meeting safety goals.
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