151 Quick Ideas to Recgonize and Reward Employees

by Ken Lloyd

Overview

Most managers understand the importance of giving their employees recognition and rewards, but when it comes to actually doing so, they often come up empty or use outdated, ineffective strategies. 151 Quick Ideas to Recognize and Reward Employees will help managers stock up.Recognition and rewards are consistently found to be among the most powerful of all motivators for employees at any job level. In fact, when employees are asked to describe their most satisfying experiences at work, they frequently mention situations in which they received recognition and rewards for their performance. And, importantly, when managers are skilled in providing this type of feedback, their employees typically reward them with increased productivity, commitment, and overall performance. However, just like customers who always order the same old entree at a restaurant, managers tend to choose the same old kinds of recognition and rewards. Some traditional rewards still work well, of course, but there is always room for new ideas.

151 Quick Ideas to Recognize and Reward Employees offers you the full menu of recognition and reward strategies. It comes with detailed descriptions of the most popular ideas in business, plus others that are destined to become classics. Ideas such as:— Enriching jobs by giving employees more autonomy and decision-making responsibilities.— Purchasing personally signed books suited to the potential you see in eachemployee.— Awarding special coupons for free gasoline or transportation.— Hiring a masseuse to rub out stiff necks and backs.— Making your employees more invested by offering profit-sharing.— Plus many free or low-cost rewards. Included with each of the 151 strategies is an "assignment" that you can use as a roadmap to bring the idea to life.

Product Details

ISBN-13:	9781564149459
Publisher:	Red Wheel/Weiser
Publication date:	04/15/2007
Series:	151 Quick Ideas Series
Edition description:	First Edition
Pages:	192
Product dimensions:	5.25(w) x 8.25(h) x (d)

About the Author

Ken Lloyd, Ph.D., is a nationally recognized consultant, author, and newspaper columnist based in Encino, California. He has consulted in a wide range of industries, and his workplace advice column runs in newspapers across the United States. He has authored and coauthored six books and an award-winning business film. He is a frequent television and talk-radio guest who has appeared on "Good Morning America," CNN, NPR, and Fox Morning News

Read an Excerpt

CHAPTER 1

Use Your Words

One of the most compelling, powerful, and effective ways to reward and recognize your employees is also the cheapest. All you have to do is open your mouth and give your employees the thanks and appreciation they deserve for a job well done. When employees hear you say, "Great job!" they feel better about themselves, their work, and the company itself, and this motivates them toward even higher levels of performance so they'll receive more of this feedback in the future.

The best time to provide this type of credit and recognition is as close to the employee's excellent behavior as possible. If you can give this feedback in front of other employees, the impact is even greater. Those other employees will start to think about ways they can improve their performance so they can be on the receiving end of praise from you.

Assignment

If you only use the words "Great job!" after your employees perform well, the words can lose their impact. Make a list of at least 20 of the most energizing and enthusiastic words you can use, such as "Terrific work!" "Outstanding performance!" "Amazing outcome!" and "Dazzling results!"

Epilogue

Employees continue to hear your positive words long after you have spoken them.

CHAPTER 2

Set the Tone

Rewards and recognition do not exist in a vacuum, and their impact hinges on the workplace context and culture. If the environment is harsh or cold, all of your efforts to reward and recognize employees will fall short. For example, if a manager typically treats employees with indifference, any positive feedback or rewards he or she provides will be received with skepticism at best. However, the same feedback or rewards from a more supportive manager will be well received. As a result, if you want rewards and recognition to work, it is essential to set a tone that is positive, friendly, fair, and premised on respect and trust.

One easy way to help set this tone is to avoid the common managerial practice of looking through employees rather than talking to them. By saying "hello" to your employees around the office, perhaps asking how things are going, and then listening, your employees are going to feel appreciated, important, and respected, and these are great rewards.

Assignment

Look over the listing of employees in your department and related areas and put a "+" next to those you regularly greet, a "0" next to those you occasionally greet, and a "–" next to those you rarely or never greet. Now set a timetable to make all of them a "+."

Epilogue

Employees who rarely hear "hello" from their manager find it much easier to say "good bye."

CHAPTER 3

Drop on By

A powerful source of recognition for your employees is the level of interest that you focus on them and their work. If you are inaccessible or basically invisible, your employees can easily sense they are not particularly valuable to you or the company. When you manage by wandering around, one advantage is that you can use all of your senses to get a better idea of how a department is operating.

On a more subtle level, by spending time in your employees' work areas, you are rewarding your employees. You are essentially telling them that although you have a great deal of important work that needs your attention, your team is even more important. Your visits are not based upon resolving a specific problem, and they are free of any agenda other than a desire to meet with the employees, see how things are going, ask a few questions, and answer even more.

You are not bearing gifts nor are you doling out cash. You are providing ongoing psychological rewards that build the employees' sense of self-worth and competence.

Assignment

Write down the number of times per day that you visit your team without any specific agenda or scheduled meeting. If you are averaging less than one visit per day, commit right now to move that average to more than one visit per day.

Epilogue

Your presence is often the best present you can give your employees.

CHAPTER 4

Let's Get Formal

Regardless of the informal thanks, credit, and recognition you give to your employees, a great source of meaningful rewards for them comes from receiving formal feedback on their performance at least once a year.

Many managers tend to delay these sit-down meetings or forget about them altogether, typically mouthing the mantra, "I don't have time." This type of thinking destroys a valuable recognition opportunity.

It is highly rewarding for an employee to have a clear idea of how he or she is doing and where improvement may be needed. When an employee is not given this feedback, it is akin to shooting arrows at a target, but not seeing where they are hitting.

The most obvious messages in formal review sessions deal with the employees' performance, but the deeper message is that you have a genuine interest in the employees and their careers, and this is one of the greatest rewards you can provide.

Assignment

First, set a date to meet with each of your employees to review their performance. Second, set a time a few days ahead of this meeting to get prepared and look over your employees' performance and notes you may have made during informal meetings with them during this period.

Epilogue

If you want to have a meeting of the minds with your employees, no one will mind if you start with a meeting.

CHAPTER 5

The Riches of Enrichment

Employees sense high levels of recognition and reward when management enriches their jobs. Some managers operate under the misconception that enrichment means giving employees more work, typically more of the same work. This is merely expanding their jobs horizontally. In this scenario, rather than feeling rewarded, employees feel used.

Real enrichment expands the employees' jobs vertically by providing them with more autonomy, control, and decision-making responsibilities. They are given increased opportunities to think and grow, and, in many respects, they are able to act as managers of their own jobs. When jobs are truly enriched, employee performance improves in many different ways, especially in terms of the quality of their work.

Job enrichment is not simply handed to all employees, but rather is earned by those whose performance is consistently strong. It is a reward for excellence, and employees in enriched positions tend to experience increased feelings of confidence, achievement, and personal competence.

Assignment

At some point, hopefully in the near future, all of your employees will be ready for job enrichment. To help prepare for this, look over each employee's job and list at least five specific ways to enrich it.

Epilogue

When jobs are enriched, employees and their companies are enriched, too.

CHAPTER 6

Nothing Like a Good Book

A great way to recognize and reward an employee is to give him or her a book. Obviously, you have millions of choices, but you can set some parameters by looking at the individual employee and the position he or she holds. Many of the best rewards are tailored to fit whoever is receiving them, and you can easily do this with a book.

For example, if you have an employee who has management potential, you can certainly give a book on management. However, you can just as easily give a novel that includes a character who displays outstanding managerial skills.

If you want to make this reward more tailored or personalized, you can give a book that deals with the employee's hobbies or outside interests, or a well-reviewed book you believe your employee will enjoy.

Regardless of the book you select, you should personalize it by inscribing it. Use a good pen, write the employee a short praiseful note, and then sign and date it.

Assignment

Write down the names of each of your employees and then list two or three books that would be perfect for each of them. Order the books and have them ready for the next time one of these employees does something great.

Epilogue

Giving a book without any inscription is like giving a trophy without any engraving.

CHAPTER 7

The Art of Articles

Your employees like to know that you are thinking of them, and not just in a general sense, but also as individuals. One of the best ways to recognize their individuality is to send them an article that is particularly appropriate to their interests.

The article can deal with some work-related matters, or it can focus on your employee's general interests or hobbies. You can give the employee a hard copy of the article in person, or you can just as easily send it as an attachment. Either way, the message is clear: you regard this employee as a valued individual on your team.

In this way, you are actually providing two rewards. First, there is the psychological reward that comes from being remembered and recognized by one's manager. And, secondly, there is the tangible reward of the article itself.

When you give the article to the employee, be sure to attach a short note that includes the employee's name and a few positive words about how you thought this article ties right into this individual's goals, interests, or hobbies.

Assignment

Make a list of your employees' objectives and interests, and then actively look for relevant articles. The objective is to send each employee at least one article every other month.

Epilogue

Articles that you provide to your employees help build unity — they are truly articles of confederation.

CHAPTER 8

Turning the Corner

Every manager is going to have an employee who struggles. With a good deal of coaching, guidance, support, and perhaps a bit of luck, that employee may experience a turnaround.

When you have an employee who makes this kind of transition, you have a golden opportunity to provide some recognition. Recognition at this point is positive reinforcement that will encourage this employee to continue his or her successful behaviors.

This employee should be given an award indicating that he or she is the most improved player. Whether at a special staff meeting or as part of a larger recognition program, employees who make great improvement should be singled out in front of the group and praised for their totally improved performance. They could be given a special award, the TIP Award for Totally Improved Performance, exclusively for employees who have tipped the scales and are now performing at a TIP-TOP level. This award can be accompanied by any number of goodies that are listed in forthcoming chapters.

Assignment

Make a list of your employees who are struggling. Note the key areas where they need to improve and the specific steps they should take. Meet with them, gather their inputs, and have them sign off on a document where they commit to taking these steps.

Epilogue

Performance improvement is contagious, and it can easily be spread by recognition and rewards.

CHAPTER 9

Subscription Recognition

It is quite rewarding for your employees to see that you are genuinely interested in their growth, development, and success, and one way for them to literally grasp your commitment in these areas is to give them a subscription to a magazine or journal that relates to their job responsibilities and objectives.

The subscription should be in the employee's name because this clearly focuses the recognition on the named individual. This can be a source of additional recognition if the employee then forwards the magazine to others who may be interested in one or more of the articles.

The recognition from the subscription can be further compounded if you let the employee know you would be glad to set up a departmental brown-bag lunch if there is an article he or she would like to discuss. The offer to run this type of discussion is rewarding in and of itself, and actually leading such a session offers additional opportunities for recognition.

Assignment

Review the responsibilities and objectives of each of your employees, and then match them up with possible magazines or journals, whether hard copy or online. Let your employees know the magazines or journals you are considering, and then ask if they have a preference.

Epilogue

Giving a magazine subscription is tantamount to giving a timed-release capsule that regularly provides a healthy dose of recognition.

CHAPTER 10

What's Right Is Write

One of the most old-fashioned ways of providing recognition is also one of the most effective. Although many people find the notion of picking up a pen and writing anything to anyone an archaic and time-consuming task, it is a great way to show another individual that you have made an extra effort to recognize his or her accomplishment.

This does not mean that you have to write an epic novel or spew some fancy and flowing prose. A short handwritten note that specifically mentions the individual's name followed by words of praise for his or her success is always well received and well remembered.

A particularly interesting point is that many people are less likely to throw out a handwritten note. They tend to file it away, and then look back at it every once in a while. This means that your written note continues to provide recognition and good feelings well after you have put the pen back in your drawer.

Assignment

Take out a pen and paper and try this technique by writing a brief note of recognition to yourself for a recent success. When you read it, you are guaranteed to feel good. And when your employee gets one, he or she will feel even better.

Epilogue

A handwritten note gives your employees a hand today and tomorrow.

CHAPTER 11

E-mail for Excellence

Another highly effective way to spell out credit and recognition for an employee is to send an e-mail that waxes glowingly over his or her accomplishment. The first step in writing this is to use upbeat language in the subject line, such as "Excellent Work!" or "Congratulations!"

The next step is to put the employee's name before any of the text you write. The tendency with office e-mail is to simply write a message, and this is fine for most online business communication, but not for a note of recognition.

A similar point applies to the end of this laudatory message. Before you hit "Send," be sure to include your name. Even though most business e-mail ends with the last sentence of the message, that is not enough for a laudatory note. If you really want to personalize it and emphasize the significance of your employee's accomplishment, add your name, and not with your title or phone extension under it.

Assignment

Take a look at your employees right now. There is at least one whose performance merits recognition today, but you have been too busy to provide it. Send this employee an email that praises his or her work. And don't be surprised if you receive an equally appreciative e-mail in response.

Epilogue

When you give thanks, you get thanks. And more.

CHAPTER 12

Going Virtually Wide

You can easily compound the power of your laudatory email messages by clicking "cc" and simultaneously sending copies to various significant others in your organization. Taking this extra step has several compelling advantages, the first of which is that it makes the employee feel extra proud, positive, and pumped because his or her accomplishment has been placed before so many important eyeballs.

On a broader basis, by going wide with your message, you have helped put a spotlight on your employee that can help generate additional opportunities for his or her growth and advancement within the company. In addition, when your employees perform well, it also means that you have helped set the stage for their success. In this way, you are sending a positive message about yourself to topside management as well.

Assignment

To save time down the road, write out a list of senior corporate players who should receive copies of the praiseful e-mail notes that you send to your employees for their accomplishments. Now put an asterisk by each topsider who might need a friendly prompt to send their own congratulatory note as well.

The icing on this corporate cake arrives when a topside manager sends a congratulatory note back to the employee. This feeds the employee a second portion of recognition, and that is very tasty indeed.

Epilogue

When you make others look, you look good.

CHAPTER 13

Go for the Green

If you had a chance to provide recognition to a rapidly growing number of employees on a matter of real importance to them, you would probably jump at the opportunity. That's exactly what managers worldwide are doing right now when it comes to implementing programs that are environmentally friendly.

Assignment

Make a list of 10 actions that you can take in order to make your work-place more environmentally friendly. Rank each item in your list in terms of importance and cost, and then set a schedule to implement each over the next 12 months.

(Continues…)

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Excerpted from "151 Quick Ideas to Recognize and Reward Employees"
by .
Copyright © 2007 Ken Lloyd, Ph.D..
Excerpted by permission of Red Wheel/Weiser, LLC.
All rights reserved. No part of this excerpt may be reproduced or reprinted without permission in writing from the publisher.
Excerpts are provided by Dial-A-Book Inc. solely for the personal use of visitors to this web site.

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Table of Contents

How to Use This Book,
1. Use Your Words,
2. Set the Tone,
3. Drop on By,
4. Let's Get Formal,
5. The Riches of Enrichment,
6. Nothing Like a Good Book,
7. The Art of Articles,
8. Turning the Corner,
9. Subscription Recognition,
10. What's Right Is Write,
11. E-mail for Excellence,
12. Going Virtually Wide,
13. Go for the Green,
14. Cards Online,
15. Cards Offline,
16. Take a Break,
17. Now Hear This,
18. A Touch of Class,
19. The Rewards of Teaching,
20. Certified and Bona Fide Leaders,
21. Good Points,
22. Take Care of Yourself,
23. Primo Parking,
24. Promotional Opportunities,
25. Keep Your Eye on the Wall,
26. A Polished Reward,
27. What's Cooking?,
28. Perfect for the Wall or Desk 41,
29. Special Silly Trophies,
30. On the Spot,
31. Table for Two,
32. Be a Sport,
33. See a Sport,
34. For the Sports,
35. A Great Pad,
36. Let's Do Lunch Here,
37. Let's Do Lunch There,
38. It's a Gas,
39. The Rewards of Carpooling,
40. Entertaining Ideas,
41. Try This on for Size,
42. Greetings and Salutations,
43. Stamps of Approval,
44. A Message From the President,
45. Hot Wheels,
46. I See Your Performance and I Raise You,
47. Recognizing Your Employees and More,
48. Here's a Suggestion,
49. Post the Good Words,
50. A New Newsletter,
51. Stop the Presses,
52. Add Recognition With Ads,
53. Use Your Headlines,
54. Executive Dining,
55. Peer-to-Peer,
56. Happy Anniversary,
57. Savvy About Sabbaticals,
58. When Opportunity Knocks,
59. Knocking Around for Opportunities,
60. The Employees Are Entitled,
61. Featured Employees,
62. Significant Others,
63. Holiday Happenings,
64. Give the Employees a Hand, Literally,
65. Give Your Employees a Hand, Figuratively,
66. It's About Time,
67. Go for the Goal,
68. Let's Do Lunch,
69. Bottled-Up Rewards,
70. Surveys Serve All,
71. The Value of Video,
72. Rewards for Referrals,
73. Mentors Mean More,
74. Creative Teams,
75. Pre-hire Presence,
76. Flower Power,
77. In the Employee's Name,
78. Early to Close,
79. Coffee, Tea, and Treats,
80. Degrees of Freedom,
81. Day Care for the Little Ones,
82. Convenience of a Concierge,
83. Getting in Shape,
84. Voluntary Recognition,
85. Win That Vacation,
86. The Field Trip,
87. Side-by-Side With Topsiders,
88. In Association With,
89. Happy Birthday,
90. Cash in Hand,
91. In Focus,
92. Just for You,
93. Discounts Count,
94. Hail With the Chief,
95. Looking Down the Road,
96. Cards Talk,
97. Make Things Pop With Balloons,
98. Guru for a Day,
99. Employee of the Month,
100. Employee of the Year,
101. Proven Improvement,
102. Outside Input,
103. The Message of the Massage,
104. Meditate About This,
105. Ergonomically Speaking,
106. Feng Shui Today,
107. In and About the Office,
108. Artful Management,
109. A Little Shut-Eye,
110. Taken for a Ride,
111. Name Recognition,
112. For All to See,
113. It's That Time of the Yearbook,
114. On the Road,
115. In Cool Companies,
116. Technically Speaking,
117. It's About Time,
118. For Sparkling Performance,
119. Treats and Eats,
120. One-on-One With a Pro,
121. Your Grab Bag,
122. Take Training Personally,
123. It's a Picnic,
124. Retreat and Recharge,
125. Time-Released Recognition,
126. Stress Relief,
127. Strike a Pose,
128. Deep-Rooted Forms of Recognition,
129. Please Pass the Recognition,
130. Amusing Outings,
131. How Random,
132. A Basket of Recognition,
133. Significant Assignments,
134. For the New Hires,
135. A Good Sign,
136. It's Your Day,
137. The Rewards of Retirement Plans,
138. Bonus Time,
139. Other Options,
140. Your Talented Team,
141. The Awards Banquet,
142. Great Saves,
143. A Word of Advice,
144. While You Were Out,
145. A True Open Door Policy,
146. Let's Get Oriented,
147. The Sky's the Limit,
148. Lateral Moves,
149. 360 Degrees of Freedom,
150. Recipe for Success,
151. The Best Rewards,
Index,
About the Author,