A well-built awards structure can be a powerful motivational tool. It can spur team members to work harder and exceed goals. The details of the awards structure matter, though. How do you build an effective one that will be embraced by staff members?

Keep these basic ideas in mind:

Rewarding Sales Teams

The professionals who handle your sales business play a vital role in the company’s success. Sometimes, though, they can be exceptionally hard to motivate. The key to building a solid rewards program for salespeople is understanding their values. This insight makes it easier to identify the motivating factors that drive them and the rewards that will inspire them. Some basic suggestions:

  • Offer salespeople significant rewards (bonuses or extra vacation time, for instance) for exceeding sales targets
  • Structure rewards programs for salespeople so that they can easily track their progress toward goals
  • Build smaller incentives into the rewards structures so that they are motivated to reach milestones set by managers
  • Publicize your awards structure thoroughly so that every team member understands what it has to offer
  • Make the presentation of awards a special event (e.g. an awards night) so that exceptional achievers get recognition from peers and superiors

Peer-Nominated Awards

When your organization gets big enough, it becomes difficult to spot noteworthy performance at lower levels. Intermediate levels of management and the sheer size of the workforce can make it difficult to see which employees are going above and beyond to help their peers. Set up one or more awards that are open to peer nominations so that these under-recognized team heroes can get the recognition they deserve.

Employee Of The Month

Setting up a regular program to spotlight one employee’s contributions is a handy way to honor hard workers whose roles in the organization don’t include allow for easy quantification like the sales team. This award need not be a monthly recognition; you could always highlight individual employees on a quarterly basis. In order to have a positive morale effect, an employee of the month award should combine both communal recognition (e.g. a trophy or plaque) and private reward (e.g. a bonus or gift card). This ensures that staff members in every part of the organization will find the award worth pursuing.

Deliver Added Rewards For Consistent Performance

Truly exceptional team members aren’t just productivity boosters; they’re also long-term assets you want to keep inside the organization for as long as possible. Your awards structure can be built to recognize and reward consistently outstanding performance. In some companies, employees can earn additional awards by receiving other awards consistently. As an example, earning a “top achiever” award for two years running might earn a company-paid vacation on top of other rewards.

Setting up multiple awards schemes to meet the needs of all the different teams within your organization is easy when you have a clear understanding of how to motivate your employees. Once you put your systems into action, you should see them make a positive impact on both morale and productivity.

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