Creating an Employee Motivation Program for a More Productive Workplace
In order for any business to flourish, the workforce should remain highly productive and employee motivation should remain high. As Bill Callette and Richard Hadden pointed out in the seminal HR text “Contented Cows Give More Milk,” “Building an environment of positive employee relations is not just the “right thing to do, it is the profitable thing to do.”
Companies that have an effective training and rewards program show four times more growth in terms of sales. They also have higher percentages of job growth and two times more revenue compared to businesses that don’t have any form of motivation program.
Aside from that, the net income of organizations that create and implement effective training and rewards programs have shown a 756 % increase in net income, a 682 % increase in revenue and a 901 % increase in stock performance.
Harvard Business School’s Chris Argyris – who has written influential business theories particularly about “learning organizations” – has even said that to fully utilize their most precious resource, their employees, companies need to be redesigned. Redesigned particularly to address what Argyris called the employees’ “psychological energy.”
To address employee motivation, a company needs to plan and properly implement a rewards strategy. This kind of strategy would typically include several other reward programs like Instant Recognition, Employee of the Week or of the Month or of the Year, Employee Referrals, Peer Recognition, Birthday and Special Occasion Awards and Safety Recognition.
For a rewards strategy to deliver results, it needs to be comprehensive. And it should be omnipresent. A way to do this is to involve the entire business and work keep employee engagement high. Effective communication is very important. Deliver the key messages across the entire organization. Some of the key messages should include the goals of the rewards strategy; how these goals connect to the company’s mission and goals; how, in very concrete terms, the employees contribute towards the success of the company; and that the rewards programs are objective, consistent, fair and transparent.
Omnipresence is also achieved through an online training program that seamlessly consolidates training, rewards and recognition in one platform. Online training programs like these are particularly helpful for large companies that need faster and more convenient ways to reach all of their employees.
An effective reward system always has a good training program to support it. The training program should also a system for feedback, performance monitoring, goal setting and setting of expectations. The emphasis of training should be in empowering the employees to reach their targets and the rewards that come with them. Training should also be about education and a constant aim towards improving skills. During training, it is important for the company to provide support, the benchmarks to reach and assistance during feedback and setting of expectations.
Make sure that there are long term rewards programs in place. Rewards and recognition programs that are meant to run longer – at least a year as opposed to shorter programs that run for just six months or less – have far better chances at delivering better results and increasing employee motivation.
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Amia Trevisan is a HR specialist who manages programs about employee motivation and training. On the other hand, if you need help in payroll services, you can also consult The EI Group. They can give you a hand.
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