Individual reward and recognition 'will achieve better staff motivation'

Date: 03/11/2010

Rewards and recognition should be tailored to staff in order to increase employee motivation, it has been claimed.

According to Peter Reilly from the Institute for Employment Studies, by designing rewards individually, bosses will connect better with their workforce and achieve better results in the long-term.

"Employers should design their reward strategy to fit their people, rather than trying to get people to fit the reward design," Mr Reilly said.

Bosses should also make sure they and their staff share the same view on what constitutes high performance and deserves a reward, advises Mr Reilly: "If you give positive feedback and do not follow this with reward, it may not be enough."

And he also discouraged the use of performance–related pay, as it is not always appropriate and can result in short-term boosts in performance. It can also encourage behaviour not compatible with teamwork.

This advice echoes the opinion of reward and recognition expert Adam Dachis, who last week said that career progression encourages better employee motivation than money.

Written by Elizabeth Mewes 

Related Articles:

Employee motivation: Staff see improvement in work-life balance
Employee motivation: Letting staff watch key Olympic events could boost morale
Employee motivation: Workplace pride defies recession
Employee motivation: Staff wellbeing toolkit launched
Employee motivation: How to spot a good employer

 

› Return