Employees Crave This More Than Anything Else

October 13, 2005

Suppose I were to tell you there is one thing that is absolutely, positively guaranteed to motivate your employees to perform consistently well, day in and day out?

It's something people want so badly they'll endure long hours, poor working conditions and low pay in order to get it.

Now, imagine it's within your power to provide that incentive to your employees. Would you do it?

Of course, you would.

But, what is it? Is it money? If you think the answer is yes, you'd be mistaken.

No, for most people, the single greatest motivator is this: a feeling that they are important. It's a belief that they are truly making a difference in the organization and that their contributions are highly valued, even essential.

People who feel this way are likely to make a greater effort to get to work everyday, tend to work harder while at work, and are less likely to leave the organization.

The greatest impact you can have on your employees' motivation then, is to help them feel important. And how do you do this? By telling them so.

As a manager, you have the authority and plenty of opportunity to influence how people feel about their performance and about themselves by recognizing and rewarding them in ways, large and small.

So, if it's that simple, then why don't we do a better job of it? Why don't we spend more time acknowledging the contributions people make to the organization?

In part, I think, it's because we sometimes forget how important it is. We tend to get caught up in our own work related issues and problems and become neglectful to what others, including our employees, are thinking and feeling.

Also, we're not always sure exactly what to do. Since most managers are limited in the financial rewards they can offer, they feel there is very little else they can do.

In fact, there are many forms of recognition. For example, there are formal recognition programs, such as contests, special events, and yes, bonsuses, merit increases, and other monetary benefits.

However, there are also less formal modes of recognition that you can implement on your own; for example: personal thank you's; public praise; and small celebrations. One author, Bob Nelson, claims to have found more than a thousand techniques in his book, "1001 Ways to Reward Employees," (Workman Publishing, 1994).

So, which forms of recognition are the most effective? How do you select a recognition program that will truly motivate your employees? Here are a few tips.

1. Try a combination of methods. There is no one-size-fits-all approach to employee recognition and reward. An over reliance on one form of recognition will lose impact over time.
    
2. While formal, company-sponsored programs such as performance evaluations, educational and training programs, and "employee of the month" contests play an important role in providing incentives for employees, some of the most effective tools for motivating employees are informal, manager-initiated forms of recognition, such as having a one-on-one lunch with an employee, arranging to have a thank-you note or call from the president of the company, and providing "plum" or developmental assignments.
    
3. Recognize both individual and team accomplishments. A celebration at the end of a project or afternoon devoted to a team retreat can and have a beneficial and lasting effect on the members.
    
4. Go for high impact. Look for ways to single out employees for praise or acknowledgement in a way they'll remember for a long time. For example, filling a person's work area with balloons, arranging for a limousine ride, or some other "splashy" activity won't be easily forgotten.
   
   Be careful with contests and prizes. Sometimes these activities can backfire on you if employees perceive them as insincere gimmicks or a thinly disguised form of manipulation.
    
5. Make it personalized. To the extent you can tailor employee recognition to the interests and personality of the person, the more likely it will have the desired effect. For example, public recognition is always good for people who enjoy being in the limelight.
    
6. Make it timely. The principle of reinforcement says that employees who are rewarded for certain behaviors tend to repeat those behaviors. However, for positive reinforcement to work effectively, the rewards have to closely follow the accomplishment, and not be postponed until the end of the year or some other designated time.
    
7. Make it commensurate with the achievement. An employee suggestion or accomplishment that results in saving the company thousands of dollars warrants more than just an oral "Hey thanks, Bob."

Finally, if you've been reading eTips for any length of time now, you're probably already aware that I am a firm believer that the most effective form of recognition of all are personal words of acknowledgement and appreciation coming from you, the supervisor. Simple e-mail messages, memos, and hand-written notes of appreciation to the employee have the greatest impact overall, and are also the least costly form of employee recognition and reward.

To make it easier for you to provide these written words of appreciation to employees on a regular basis, we've provided over a dozen new sample accolades in Expert Supervisor for you to look at. There are sample memos acknowledging employees who provide exceptional customer service, demonstrate personal responsibility and accountability, flexibility, teamwork, and a positive attitude.

If you already have an account in Expert Supervisor, login and click on "Accolades."

Don't have an account in Expert Supervisor? You can still view a few sample accolades, as well as some tips on how to write your own. Visit our Home Page at: http://www.ExpertSupervisor.com and click on Accolades.

Stephen Foster, Ph.D.
Expert Supervisor, LLC
1493 Market Street
Tallahassee, FL 32312
(850) 893-5699

E-mail me at: Steve.Foster@ExpertSupervisor.com.