Staff must be 'rewarded individually'

Date: 28/04/2009

Managers looking for a silver bullet to solve motivation problems will not find one as each worker must be responded to as individuals with different desires, an expert has claimed.

Ian Rummels of Fresh Business Thinking stated that reward and recognition schemes must aim broadly when satisfying large groups, with team building through social events being a particularly good way of enhancing cohesion.

He explained that by developing an open culture of constructive criticism and feedback, communication is raised and trust is built within the office, again improving performance and motivating employees to contribute more to the work environment.

Furthermore, businesses may want to look into restructuring pay schemes, with Mr Rummels explaining that many people may be willing to trade in part of their wage for a more useful bonus, such as company gym membership, extra holidays or flexible working.

However, if a reward and recognition programme is implemented by a company, they must make sure that it is tied to long-term performance and not short-term gains following disastrous practices at financial institutions, according to Brian Capon of the British Bankers' Association.

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