How do you recognize and reward your staff?

It can be aa simple as a word of encouragement for an upcoming project or a note just saying "job well-done!" It does not have to be anything elaborate. Too many times, bosses forget to acknowledge their staff and take them for granted!

This is extremely important in any organization where staff research may lead to publications, patents, or other forms of external recognition. Not only might it enhance professional opportunities for staff internally, but in some arenas, it may also lead to external opportunities that go far beyond what the organization is able to provide for that hardworking individual. There is also the concern over intellectual theft of work by people of color that has overshadowed many industries. It's unfortunate that women of color are often not given proper credit for their work. The film Hidden Figures explores this problem in an historical situation, but there are still challenges within many professional settings today.

Understanding type and personalities is critical to designing a recognition and reward program for your staff. MBTI, 16Personalities are excellent tools to get you started.

At Tagline we recognize the excellence of our employees daily. Between keeping treats stocked in the employee kitchen (everything from fresh fruit to candy) and hosting quarterly employee lunches we express our appreciation for all they do throughout the year. At the end of the year, every employee receives a bonus based on their longevity with the company because without them, we wouldn't have a company.

I agree !!! To encourage and motivate our staff we use different techniques and principles based on the following : 1. Efficiency- means via evaluating duties and responsibility 2.conduct - via ethics 3.motivation for change and team work # Based on the above thing we recognized and reward our staff via certificate ,money, thanks paper,upgrading position ,giving chance for scholarship ,acknowledging as model staff ,as ambassador of our staff and etc.

One thing I've found helpful is asking my direct reports how they want to receive praise for a job well done. By knowing what each person appreciates, I can customize the recognition.

In my experience, I have found being flexible and allowing team members to be creative without confining and prescribing to them how to do things work. As long as the principle towards implementation and the end-goal are clear, staff needs to be allowed space to use their agencies to do work. Every milestone achieved needs to be acknowledged and appreciated. It is also vital to show genuine empathy and understanding all the time.

It is important to have an awareness of the type of recognition that is appropriate for each staff member. Someone with an extroverted personality type may appreciate the public displays of appreciation whereas an introvert would find this highly embarrassing and inappropriate.

Secondments are also an excellent way to allow a staff member to work in a different environment for a specific amount of time and it will help them hone skills they already have or learn new ones. This opportunity can be especially effective for a long term staff member who is looking for a new challenge or who could be persuaded to try something new if they knew it didn't mean having to start again from scratch and potentially having to leave a secure position to see what they are capable of or to use skills that they have that aren't being used or recognized in their current position

A core element in any supervisory position is knowing your team as individuals and what incentives them. By getting to know each of them on an individual level, you'll discover gratitude differs in a distinct manner. Carefully watch the mention of someone who did well on a project or work assignment in a group meeting may be the highest form of admiration for one person, but it may make the next feel self-conscious, awkward, or embarrassed. Contemplate mixing up the accolades, to not only original ideas but where they are seen as thoughtful and not routine.

When you are unable to provide monetary rewards or leave, using options such as the ability to Flex Time and hours can be an effective reward. Offering opportunities for breaks from regular tasks, or to try working on something new may also be rewards. As mentioned above, talking with your team about what they value as rewards is also important.

Try to think outside the box when providing rewards or recognition to staff. Just because someone works in a particular area of the organization or is in a particular age demographic doesn't mean they wouldn't be interested in certain types of rewards if given the encouragement and support to do so.

In measuring the effectiveness of recognition and reward, I believe the basics of intrinsic motivation (engage because it is enjoyable) and extrinsic motivation (engage for rewards) should be taken in to account. Are leaders combining the inspiration and incentives in contributing to employees obtaining new skills or knowledge (once these early skills have been learned)? Lavishing praise every time they complete a simple task, promotes a less intrinsically motivated employee to perform that task in the future and an expectation of the reward. Recognizing how each type of motivation works and when it is likely to be successful can help employees perform their work (even when they do not want to) and improve their learning.

A fantastic way to boost morale is to recognize and re-emphasize the mission and values of your organization but it takes a leader who is on the same wavelength as the entire office to handle recognition and reward in a way that gets everyone onboard. I've personally been in a situation where the hiring process created a toxic environment. Administration had told the frontline staff that there was no room to pay them more money and the beginning wage was already paltry. But then, a week after the school year started, administration decided they needed to hire one more person due to a surge in student enrollment. That person faced derision before anyone had a chance to get to know them because they were a symbol of low wages for everyone.