How To Reward Employee Performance

The first step that you need to take is to establish a simple framework for measuring employee performance, this is easier in some environments than it is in others. In a sales environment such as an outbound call centre or a retail outlet it is easy to establish sales targets based on either quantity of units sold or value of goods sold. Within an inbound call centre with no sales requirement, e.g. a customer service call centre, it is possible to set targets for time spent on calls or number of calls fielded within a week or a day. In environments where it is difficult to set simple targets it will always be possible to establish key performance indicators, either by investing a book which teaches you how or by instructing a management consultancy to establish one for you. For a more personal feel it is better to establish these in-house.

It is important to establish strict boundaries, with no recognition for anybody who almost meets targets but guaranteed recognition for those who do. Targets must also be fair, setting a target way above what can be realistically expected could result in your reward system becoming a demotivating factor. Some businesses use a system based on average output. For example, anybody who achieves an output of over 10% of average would be in line for a reward whilst this system can also identify those who constantly achieve far less than average output. It is also essential that you do not have a system whereas a manager can manipulate or select an individual for reward, e.g. employee of the month. A fool-proof system avoids the possibility of perceived favouritism, and will also help to avoid a system whereas those who fully understand the calculations are able to strategically win the award on a monthly basis whilst others who struggle to understand the system become convinced that they are not worthy of recognition. Keeping it as simple and transparent as possible is key.

Choosing gifts for employee rewards is difficult, especially because everybody needs to be treated equally. A bottle of wine may seem like an excellent gift to you, but fewer people than you may expect enjoy a drink and of those who do many do not like wine. Money is seen as impersonal, and an environment which becomes driven solely by money instead of job satisfaction can be dangerous. We all work for the money, no two ways about that, but a happy and motivated employee also takes other pleasures out of their role. Below I have listed a few rewards which are highly suitable for the vast majority of employees.

Amazon.com stocks literally everything, with the exception of animals and alcohol. There is no single individual across any state in America who would not be able to find something that they want on Amazon. Stock up with a box of Amazon cards and dish them out to those who meet their monthly targets. You can buy these cards in boxes of 50 and in domination's of $10, $25 or $50; so a 50 box of $10 cards will cost you just $500 and a 50 box of $50 cards will cost your $2500. It is also possible to create a tiered system, whereas the exceptional percentile - those who far exceed their targets - are awarded a $25 or $50 card whilst those who simply achieve their targets or objectives are awarded $10.

How about something much more personal? This set of three beautiful pens is personalized upon checkout and will arrive inscribed with your employees name or any other inscription that you see fit. A great gesture which will be perceived as personal.