Motivate Your Staff With Rewards And Incentives

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“Why can’t my staff do what I want them to do and still cost me nothing? Hopefully I will hear a S Shakespeare here, ‘Give ‘a man a fish and he’ll eat for a day. Teach him to fish and he will live for a day.’ Or something like that. BUT… enables us to obtain a result that is worth its value – because it means more money for us: money in our pockets and MORE Net Profit on our Profit & Loss Statement page.

We all have specific objectives for any given company or department in our businesses and have identified a specific amount of Net Profit that we want to obtain for that department.

If I was to ask your managers to identify a methodology that will send the message to your staff that this Net Profit is attainable and that they MUST be producing more than enough to keep their department and us in business that’s all well and good. That’s what they are supposed to do. After all, IT WORKS!

But let’s not expect that without a strong incentive program you will succeed.

Without a strong positive reinforcement program, tweaking behaviors (to get the same results you want) for a period of time will never really pay off.

A successful incentive program is a productive use of employee resources – in terms of time, people and money! It will ensure that you know where you stand – whether you are achieving your goals or not.

Consequently, you must be shrewd in identifying and balancing the need to reward employees in a way that will not alienate the achievement of company objectives.

Successful incentive programs are built upon solid foundation that establishes the company’s goals as the driving force behind every reward and incentive in the program.

This is in no way to say that you should never have rewards for poor performance when needed, but that these programs just so rarely are carried into their most critical aspects of value to people – employee performance. They believe that the thought of jubilation is for the birds!

This really is an important and delicate topic and often gets lost in the marketing and simplicity of problems and that is what we see every day – that something is broken, operated merely for a moment of time, and that whatever it was then is now being replaced with something much better or even manpower to shift resources for something better.

So, let’s stick with the fundamentals. We are now focusing mainly on the employee motivation and oftentimes their attitude. And there are reasons for this.

“A person will be mean to you, but will be self-disciplined for the next job; A person will say the right thing and finally you shall see the excellence in her character; You shall be smart as a hurry-hour on a deadline, she will be emotionally stable and tenacious; A person will treat you badly, but will measure your deserved good character with your witnessing (the world outside, your experiences)

In other words – when your employees see the results of their actions (the reward) as a reward to themselves, they will be self-motivated to rise above their own actions and create the veryexcellence that you are in search of.

It breaks down into a simple message: “Rewarding employees creates the kind of environment that will yield desired results: greatness.”

Sadly, it seems that the way we reward people is the same way we used to reward: with money. And it does not really work any more.

In Rewards and Incentives Programs you want to find employee motivation but you also want to create the exact kind and amount of success you want to achieve.

You may find your great goals, or you may build goals, but when you get these ” phenomenal ” 2X4’s of success you are often left thinking about how well you are meeting those goals;you think about what you want to achieve ( goal-setter) and you forget about the fact that there is a job to create that level of outcome.

It worked well at one time and like anything else, it will when you communicate with key staff and gain their buy-in and performance.

But you will rarely reach the heights of success with an employee incentive program that doesn’t create a compelling reason to go above and beyond, despite what some CEO’s may say.

So, try to boost employee motivation rather than just to make performance increases for those at all levels within your people.

Create a rewards that will act as a kind of team builder, create a career journey of a specific individual from the absolute beginner to battle hardened genius. Create a mindset that says, “I am here to do the best job I can and don’t make me think I have to take this job just because I am the boss – I get to control my responsibilities and my workload.

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