Electronic Newsletter                 Issue 2006-04

April 2006

In this issue:  Striking Statistic, Timely Tip, Reading Review, Computer Clue, Group Gathering and Quick Quote

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Copyright 2006

 Shirley Lee

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According to Kinsey & Company's "War for Talent" 2000, 65% of survey respondents cited "not feeling valued" or "insufficient reward or recognition" as their reason for leaving employer.

Rewards and recognition motivate people and make them feel important.  Motivated people have an increased potential for success in projects, careers, and business.  To better motivate people, make sure the reward and recognition program selected is one where everyone in the organization has an opportunity to be acknowledged and the program is recognized as valuable to the organization.

Below is what I believe are the minimum requirements of a good rewards and recognition program. 

Recognition should be:

• Precise by giving individual or group detailed information on relevancy of what was done, as well as acknowledging when, where, why, and how it was done.

• Principled by showing sincere and honest acknowledgement of an individual or group that supports organizational beliefs and vales through their commitment and accomplishments.

• Prompt by giving well-timed acknowledgement as soon as possible after the event has occurred or action has been completed.

Rewards should be:

• Personal by determining whether they prefer private or public recognition and communicating with the individuals involved to see what they prefer, whether it is an award, a gift, time-off, or money. 

• Proportional by balancing the size or type of reward with the individual or group contribution and accomplishments as it relates to organizational goals.

• Pleasurable means making things fun and entertaining through the event in which rewards are given or by the selection of a creative reward.

In her book "The Creative Communicator", Barbara Glanz shares ideas on ways to reward and recognize employees that included the following suggestions:

1. Give them affirming feedback.

2. Increase their responsibilities.

3. Allow them flex time for outside professional activities.

4. Invite them to lunch or dinner.

5. Give them tickets to an event.

6. Allow them to choose a special project.

7. Give them opportunities for special training.

8. Sponsor their membership in a professional group.

9. Give them a subscription to a professional periodical.

10. Purchase a book for their development.

11. Give them something for their work area.

12. Let them attend meetings in place of their manager.

For more great ideas, check out Bob Nelson's books "1001 Ways to Reward Employees" or "1001 Ways to Energize Employees."

Google "rewards and recognition programs" or "rewarding and recognizing employees" to see what options are available or what others may be doing.

If there is a need to come up with a new Reward and Recognition program quickly, I suggest getting the R&R team together to use a technique I call "RnRx30".  This technique uses group brainstorming to come up with at least 30 ideas and an implementation plan in about an hour using the following steps.

1.  Brainstorm at least 10 ideas that will cost nothing to implement.

2.  Brainstorm 10 or more ideas that may have a cost but will not be monetary rewards.     

3. List all the monetary rewards currently offered and brainstorm enough new ones to reach a maximum of 10.

4. Add potential costs to ideas from step 2.

5. Determine which ideas can be implemented within next 6 months without approvals.

6. Select at least 5 ideas from step 5 and make plans to implement those ASAP.

7. Plan a follow-up meeting to:

    a. Status progress toward plan created in step 6.

    b. Review remaining list and determine if any additional

        ideas should be selected and if approvals are necessary.

"In the arena of human life the honors and rewards fall to those who show their good qualities in action.” - Aristotle

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