The Advantages of Rewarding Your Employees for Excellent Work
Employees who have diligently served an organization will appreciate it when their company recognizes his efforts to accomplish thing with their co-workers.
Recognizing the contributions employees make to an organization helps solidify the company’s awareness and affirmation of something which a company holds as valuable and highly priced. Besides, as the saying goes: though we are wired differently, and not every social style needs public recognition, but even the most introverted person will appreciate being recognized for a job well done.
When an employee is appreciated at work, especially if there is a tangible reward for it, then the employee’s engagement is encouraged and it boosts his productivity since it follows that an engaged employee is more productive that an employee who is not.
Therefore, if a company makes an effort to praised and then award a job well done, it not only makes sense that an employee will be motivated to perform better but that even other members at work will also endeavor to work hard to also receive one for themselves. In other words, a company cannot go wrong if it aims to foster’s employee engagement this way.
if a company wants to retain their employees then the best way is to support and appreciate the efforts of their employees. Companies should take employee retention seriously because if there is high staff turnover, the effect can be a low morale for the remaining ones and they would someday want out too. The value to retain an employee is less difficult than the effort that needs to be exerted to find a replacement and the training that goes with it. It is very costly to find and train new employees compared to rewarding good ones.
The brand of your business can easily be promoted by employees who are deeply engaged with the business rather than people who could care less about what happens to the company. Employee engagement and loyalty to the organization can be achieved by rewarding hard work.
It must also be remembered that when we speak of output or productivity, it does not only mirror out the effort of the pacemaker or its leader, it also portrays that there has been a peer-to-peer cooperation that rest underneath it. Therefore there is a need to recognize not only the productive leaders but the people in the team who have contributed the most for this results. The point here is not so much about tenure but more about the positive effect attributed by an explicit participant that shapes a unique team. Therefore teams are well placed that excludes the mediocre worker. And if rewards for efforts are put in place, then they can work each day with that kind of determination. This is what team culture is all about.
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