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Employee Awards |
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Author: haun Spicer Employee Awards
On the surface, many employees aren't all that into employee awards. As a matter of fact, if I took everyone at their word, I wouldn't even give out employee rewards. I have overheard several of them about the merit pins, employee of the month recognition, and the like, and seeing people roll their eyes when receiving some of our highest ranking employee recognition. Yet in spite of this, I think that the employee awards have been doing what they're supposed to do. Since I started to implement the employees rewards program about eight months ago, I have seen productivity in the office place increase a startling 15%. This is unheard of in an office that seemed to have reached its peak two years ago.
No matter how superficially sophisticated people seem, they can't escape the fact that most of them are actually motivated by competition. An employee award takes advantage of just this fact. It doesn't need to cost a lot of money, although obviously making the award more valuable increases the stakes. Nonetheless, even trivial employee awards really do a lot to motivate people. Behind an employee award - even a token one - lies a promise. Employees know that getting an award now could be a sign of a coming promotion, pay increase, or other more concrete reward for good employee performance.
Therefore, the employee awards function in two ways: As a sort of badge or token of achievement, and as a step along the way to better job conditions. It isn't cool for employees to boast about their awards, and many of them won't even admit to enjoying receiving them, but you can't argue with results. Often, presented with the possibility of awards, the best of the best start to pull away, making remarkable strides that would have seemed unheard of before the award program was implemented. A good employee can become a great one, and a great employee can become exceptional.
There are certain employees who aren't particularly interested in employee awards, but interestingly enough they tend to be very highly skilled ones who perform well on their own. The self-starters do well enough that it doesn't really matter that they aren't particularly thrilled with the rewards program. They will continue to do well on their own initiative, whether they are rewarded or not. As for the slightly less intelligent but more competitive types, many of them will fight more fiercely than ever to get ahead of the pack.
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