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A Deep Dive into Employee Reward System

Employee Development Strategy

A Deep Dive into Employee Reward System


Human capital, which is the economic value of employees, helps organizations and businesses. Therefore, employees play a key role in the success of the organization through input, productivity, loyalty among other factors. The way to improve the work experience of employees is important because it reflects the value of employees. Also, when employees are well regarded, compensated, encouraged, motivated and rewarded for good performance in various ways in the organization. The flagrant or flagrant violation of the basic rights of the workers is detrimental to the organization’s performance and future success. On the other hand, it is important to understand the value and contribution employees bring to the company. However, in determining how employees are compensated or rewarded, other parties such as managers and supervisors are the sole responsibility of employees in the organization. However, as part of the workforce, these parties are better able to represent some of the obstacles that workers face in carrying out their tasks and finding solutions. This article will explore various performance indicators, rewards and incentives while discussing various ways to improve working conditions for the sake of employees. It will also provide a plan to motivate employees to increase productivity.


Employee evaluation


Before paying and rewarding employees for improved performance or other competency factors, a proper evaluation should be done. The purpose of the assessment is to reflect the current status of the individual employee. Job evaluation statements and performance indicators that contribute to overall performance will also be provided. Key performance indicators act as a compass for team leaders, supervisors or managers to gauge their focus on the company’s goals and objectives (Joensson, 2008). Also, adding precise indicators depending on the part evaluated at the same time gives the best results. For example, when evaluating customer service employees, some key performance indicators are customer lifetime value, customer acquisition value, customer satisfaction, customer retention, and total number of customers (Joensson, 2008). Instead, generic indicators can be used to cover all employees. For example, using employee surveys, productivity and productivity, employee absenteeism and turnover rates. Using this parameter can determine the root cause of failure in various departments, for example, if sales of goods and services continue to decrease, this indicates a lack of effort in marketing, customer retention, or providing poor service and defective products.


Employee Development Strategy


After all departments have been evaluated and each one has been measured, the next step is to plan a strategy on how to motivate employees. Many motivational techniques can be used. Employee retention is also important and can be done by encouraging and motivating employees. One way management can motivate employees is to welcome contributions. When employees find ways to improve their organization, they get a sense of ownership. In addition, they are the ones who work there and know the weaknesses that need the most attention. It also shows recognition, which can increase productivity. Budding negativity is another way to motivate employees. Negative interactions between team members and an employee should be very low (McLean, 2005). Developing employee relationships with each other prevents bad morale from spreading.

Fostering harmony and integrity is essential in building a healthy environment. For example, companies can plan open events that require employees to get to know each other and improve their interpersonal skills. Training provides employees with new skills that can help them develop their careers and thus motivate them to be better at their jobs. In addition to training, great communication channels in the organization clarify what is expected of employees, and employees can voice complaints and ideas (McLean, 2005). In addition, this strategy communicates increased transparency to employees and provides regular reviews. On the contrary, appreciating the efforts of the employees to successfully complete the tasks and projects is greater to increase the drive.


Employee asset utilization strategy


Understanding employee strengths and using them to perform better is an important element in leveraging employee assets. Some strengths include good communication skills, creativity, flexibility, hard work, risk taking, strong interpersonal skills and persuasiveness. However, the task is to attract power and especially if it is hidden. Honesty and good observation skills are useful in identifying employee strengths, but should not be relied upon alone, as other methods are important to incorporate. Directing questions to employees, such as whether they prioritize work tasks, is a useful tool. Another way is to offer employees a variety of options in the types of projects and tasks to be performed. If a person is superior to others in a task, it can be a clear indication of their strength or weakness. Knowing the strengths and weaknesses of employees helps in better placement of employees as they can utilize themselves with the best results.


Organizational culture


Organizations need a different organization that includes management and employee input. Positive attributes such as making the company more results-oriented, being a fun place and creating an environment to enhance growth and learning are part of the organization’s vision. Being able to speak up and share ideas without fear of retaliation and seeing how everyone’s work is valuable in achieving a common goal. The organization must be a place of respect, fairness, honesty, cooperation, responsibility, accountability and communication (Bellot, 2011). It is also a useful feature to improve the decision-making process by involving all parties in certain issues. Adopting this concept in a new organizational culture will improve the bottom line in various ways, including performance and productivity. Overall, organizational culture may change over time, but specific characteristics must be maintained. These qualities include values, vision and ethics.


Integration of motivation


The employee reward system should be designed in a way that encourages competition in the organization and in the market. A system of compensation strategies should be developed to differentiate the rewards provided. Appreciating employees without the right system can be counterproductive because the reasons for the reward and motivational goals are not taken into account (Harris, 2001). For example, performance-based programs reward employees based on their performance in a certain period of time, which can be annual or monthly. Examples of employee incentives include employee wellness by offering bonuses, free vacations, free physical gifts, and reloading gift cards. These incentives ensure recognition of hard work and good results. Promoting employees who consistently improve their productivity and performance is another way to reward them. However, while it may not be categorized as a reward, it may be useful to simply thank the individual in front of other employees. In general, a good management team is essential for the implementation of the plan. Employees should also not allow themselves to be trapped in endless web competition that can affect their lifestyle or health. This indicator is useful for retaining talent in an organization. After all, employees are essential for the functioning of an organization and maintaining its competitiveness in the market.

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Written by Daniel Brown

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