TIPS FOR RECOGNISING EMPLOYEES` CONTRIBUTIONS.
One of the major problems confronting management is that of recognizing employees` contributions, and motivating them to perform assigned tasks to meet or surpass predetermined standards. Recognistion is that energising force that induces or compells and maintains behaviours. Any employee`s behaviurs and contribuions fully motivated and or recognised means a goal wholly directed.
It is pertinent to note that in any organisation call it profit or non-profit making organisations, it is important that employees feel that their contributions are both valued and recognised. In traditional top-down organisations, it is managemnet that designs and implements recognition strategies for workers. However, as organisations are moving to quality-improvement initiatives that are based on different organisational prnciples, process of developing recognition and a motivation system must change. The writer here outlined some tips to be adopted for positive results as he quoted Robert Bacal>
1. Communicate the interest and purpose and process used for your recognition
system, and make the entire poces as open and employee-based as possible.
When employees understsnd that there is a rhyme and reason to the process
they are less likly to resent recognitions to others.
2. While we shouldn`t underestimate the role that management recognition can
play, Crossby suggests that "The most valuable recognition comes as a
result of peer judgment"
3. The higher the monetary or utilitarian value of any `awrad` the more likely that a
competitive environment will be created, along with subsequent conflict and bad
feelings. To counteract this, keep the value of actual rewards low and look to
team based reward.
4, Think of recognition as a system, a process that uses many ways of sending the
same message - "We(I) see the good work you do...we value it,,,we appreciate
it" Plan your recognition system to include formal and informal things...
occasional formal rewards, and whole lots of informal interpersonal staff. Don`t
make the mistake of relying only on a once a year award. And where you use a
ranking system as recgonition never you rank a worker/s one thing everytime eg.
2 points every year even to five years. It is demoralising and vision blurring.
5. The manager (supervisor)sets the tone for informal recognitin. By publicly
recognising achievement or effort, he or she starts to ge the message across
that "we celebrate our effort and accomplishments"
6. Avoid situatins where people are recognsed for doing something a opposed to
accomplishing something.
7. Make recognition a standard and integrated part of any staff meeting. Consider
asking the question "What wonderful things have we accomplished since our
last meeting?" Encourage people to talk about their own accomplishments, and
to talk about those of their co-workers.
In conclusion, to encourage motivation, it is advocated that employers must encourage job enrichment. this involves making job meaningful to the job holder so to enable him derive satifsaction from the work. Good job design helps the employee to derive recognition, a sense of achievement, growth, and responsibility.
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