Employees are important stakeholders in any organization, whether large or small. However, executives are often too busy with the operation of the day in the company's business as little, if any, is being used for incentives. This is unfortunate because a workgroup with great work is really easy to achieve.
Why should you read? This way you can increase the bottom line.
If all employees made one minor change due to increased incentives, the bottom line would be astronomical. Having the right motivation policy for employees will give each manager a real index. And better than, to achieve this, the appropriate motivational tools are not expensive.
The most common mistake that managers make is to believe that all kinds of incentives revolve around money. The truth is that an increase in pay and / or bonus does not significantly increase. What really happens is that the employee is offered a bonus for a job they should be doing instead of actually rewarding them to do more and / or better. As such, an employee can interpret this to mean they are winning a bonus against doing the best job they can because they enjoy it. However, it should not be interpreted as thinking that little or no salary is required. Employee wages must be a fair market compared to others in the industry, otherwise the motivation will actually decrease. An example of being an advanced baseball player, which earns 6 million a year (which is approximately on average). Increasing this player wage to 12 million a year would probably have little effect on their performance. Lowering wages below average wages would lower performance because the player would not feel well.
So what works? It's simple. Recognition.
It is much better to recognize employees both privately and publicly. A leader should always praise his staff and be an integral part of the workplace. Most employees only hear from managers when something is wrong and this negative reinforcement does not support high-level working groups.
Research has shown that small items, such as posting a birthday card, can increase workload for months. E-cards have the same effects that are easy to use, as well as having enhanced features like date reminder and follow-up.
Recognition works because it gives employees a positive boost and when individuals agree an agreement, they will work more for recognition. This simplicity escapes most employers / administrators. People just want to hear, acknowledge and appreciate.
Are you going to use a simple greeting card really? Yes. It will if done correctly.
If you like this, take time to write your personal greeting. Sending the general card to all employees would likely reduce the level of work that workers may find offensive as it renews the "flock". The message must be real and meaningful. Also, the message should be as close to recognized law as possible. This means that if someone on the team did a great job in tasks; send a thank you card to their ASAP. Sending a card out 4 months after the project has been long forgotten, would have little effect.
When is the best time to release E-Cards?
An e-card should be published at the festival and for the birthday. You can also send cards when achievements are made big or small. The text on the map does not have to be complex and overwritten. A few well-chosen sentences will work very well.
If you are convinced that an incentive policy is for you, you undertake to send out a personal card every 3 months for different holidays and events. Idiooz.com provides excellent financial services that do the most work for you.