As a leader in the business world, have you ever found it rather difficult to motivate your employees? Although reward and recognition programs can be a great solution, they can be ineffective if they emphasize or encourage the wrong type of behavior. Companies that are still young and developing tend to see these types of issues in their incentive programs. This is often due to managers who want to find the best way to motivate employees, but are too busy trying to fill multiple roles for the company. One of the ways you can address this is by tweaking your incentive program structure so that it effectively motivates employees.
When employee rewards programs are not well planned or strategized, it starts to incentivize the wrong types of behavior among employees. Instead of productively motivating your employees to improve, their behaviors may lead to decreased output and an unhealthy relationship with your sales team. By creating an incentives program that is correctly structured, employees receive rewards they actually value, while their performance and motivation increases. When carefully developing your company’s incentive program, there are several questions to ask yourself in order to ensure your plan will be a success:
- How can we motivate employees, and with what incentives?
- Should employees be rewarded based or their behaviors or their performance results.
- What are the overall results you expect to see from this rewards program?
- How can I develop tactics that will withstand over the years, and continue to motivate employees?
Although it may be difficult to find a specific answer for each of these questions, it is still an essential step in the process of program planning. By making the decision to wisely motivate your employees, you will find it much easier to see desired results.