1. Consider various Types of rewards
Not everyone responds to the same reward or type of reward, but many people really appreciate them-and are motivated as a result For example, a reward for a job well done could be
- A personal “thank you”
- A note of appreciation
- Public recognition (an announcement on the notice board or in your organization’s newsletter, etc.)
- A new responsibility (a report, special project, etc.)
- Greater freedom (authority to make certain decisions or perform certain tasks without supervision)
- A work assignment that the person enjoys
- An opportunity for growth or development help the person becomes more qualified).
Use your imagination in creating rewards, but try to match the reward to the member.
2. Consider financial rewards with care
If it’s in your power to recommend or offer financial rewards, be sure the performance is worth the amount of the reward (don’t go overboard for small successes). Keep in mind that you are setting a precedent that you literally can’t afford to maintain. Consider a bonus scheme for the entire team to promote harmony and cooperation as well as motivation.
3. Reward results
People tend to repeat behavior that’s rewarded. So if you want to encourage meaningful work- work that customers notice or that make sure you reward behavior that gets results.
4. Reward new ideas
Risk taking and creativity are essential ingredients of progress and improvement Welcome new ideas and reward the successful ones. Make sure the whole organisation knows what an innovative team you are.
6 Comments. Leave new
Good work!
good
give ideas to motivate in different ways
Very true these rewards go a long way in motivating people 🙂
great…
Interesting.