Hi,
Just today, we had arranged a small get-together to celebrate the success of an employee in attaining 100% punctuality for continuous three months. We started this approach just after my joining because I felt that there should be some kind of reward system given to an employee for coming on time, that is, being punctual, and for any other achievement, though not big in view. We gave this employee a pen stand, and the rest of the employees were quite happy about it and were waiting for their turn to be rewarded.
Similarly, I would like to know if any of you can suggest some ways of rewarding people staying beyond office hours, working late for a project, etc.
For the aforementioned to be measured, I require some ideas from you because there may be employees who stay late waiting for their colleagues, and there may be some who are really working. How do we keep track of the ones who are really putting in their efforts?
Your ideas and suggestions on monitoring this will be greatly appreciated.
Hey, and don't forget to mention the kind of rewards that can be given to them.
Regards,
Julie
From India, Hyderabad
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9Just today, we had arranged a small get-together to celebrate the success of an employee in attaining 100% punctuality for continuous three months. We started this approach just after my joining because I felt that there should be some kind of reward system given to an employee for coming on time, that is, being punctual, and for any other achievement, though not big in view. We gave this employee a pen stand, and the rest of the employees were quite happy about it and were waiting for their turn to be rewarded.
Similarly, I would like to know if any of you can suggest some ways of rewarding people staying beyond office hours, working late for a project, etc.
For the aforementioned to be measured, I require some ideas from you because there may be employees who stay late waiting for their colleagues, and there may be some who are really working. How do we keep track of the ones who are really putting in their efforts?
Your ideas and suggestions on monitoring this will be greatly appreciated.
Hey, and don't forget to mention the kind of rewards that can be given to them.
Regards,
Julie
From India, Hyderabad
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Hi,
I would suggest you can go for gift vouchers which have wide usage across India, accepted by 6000+ outlets in all categories like apparels, restaurants, jewellery, consumer durables, bookshops, medical shops, optical stores, music stores, electronic outlets, furniture, footwear, home needs, theme parks, etc.
Please go through the literature I have mentioned below.
Thank you,
Naveed
Overview:
In today's competitive world, rewards and recognition play an important role in motivating and retaining employees. Rewards and recognition are crucial parts of every HR plan. Rewarding high performers and motivating others to achieve the same level is becoming mandatory in the IT and BPO industries.
Current Practices:
1. Giving store vouchers like Shoppers Stop, Lifestyle, etc.
2. Giving cash prizes.
3. Giving articles (a wide range of durables based on performance level).
4. Organizing holiday trips.
Challenges in Gifting:
Article Gifting:
The hassle of negotiating prices every time.
Procurement and storage.
Distribution of articles to employees.
Ensuring timely product delivery.
Product safety.
Appeal and relevance of products to users.
Limited choice for employees (motivational purpose may be lost).
Repetition of products they might already own.
Cash Prizes:
The industry is witnessing a change in the trend of giving cash prizes. Cash awards do not serve the purpose of gifting as they can be used for various purposes.
Store Vouchers:
Using store vouchers as gifts for rewards and recognition forces users to shop at specific stores like Shoppers Stop, Lifestyle, etc., where some gift recipients may not feel comfortable shopping. This also has limited usage as these stores are mostly located in metros and upcoming cities.
The Best Solution:
Sodexo Pass Gift Vouchers - The Best Way to Reward Your Employees:
Sodexo Pass Gift Vouchers are widely accepted at over 6000 outlets in 175 locations across the country.
They cover a wide range of outlets in all categories.
Stores like Shoppers Stop, Lifestyle, Westside, Pantaloons, Wills Lifestyle, Globus, and other major stores also accept Sodexo Pass Gift Vouchers.
Sodexo Pass Gift Vouchers are available in convenient denominations ranging from Rs.100 to Rs.500.
They can be personalized for achievements and other occasions.
Customization of jackets and vouchers (logo on jackets, jacket design, etc.) is possible based on volumes.
The vouchers are valid for a calendar year.
No administration, accounting, or logistical hassles.
Naveed - Chennai
+91 98409 18089.
From India, Madras
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I would suggest you can go for gift vouchers which have wide usage across India, accepted by 6000+ outlets in all categories like apparels, restaurants, jewellery, consumer durables, bookshops, medical shops, optical stores, music stores, electronic outlets, furniture, footwear, home needs, theme parks, etc.
Please go through the literature I have mentioned below.
Thank you,
Naveed
Overview:
In today's competitive world, rewards and recognition play an important role in motivating and retaining employees. Rewards and recognition are crucial parts of every HR plan. Rewarding high performers and motivating others to achieve the same level is becoming mandatory in the IT and BPO industries.
Current Practices:
1. Giving store vouchers like Shoppers Stop, Lifestyle, etc.
2. Giving cash prizes.
3. Giving articles (a wide range of durables based on performance level).
4. Organizing holiday trips.
Challenges in Gifting:
Article Gifting:
The hassle of negotiating prices every time.
Procurement and storage.
Distribution of articles to employees.
Ensuring timely product delivery.
Product safety.
Appeal and relevance of products to users.
Limited choice for employees (motivational purpose may be lost).
Repetition of products they might already own.
Cash Prizes:
The industry is witnessing a change in the trend of giving cash prizes. Cash awards do not serve the purpose of gifting as they can be used for various purposes.
Store Vouchers:
Using store vouchers as gifts for rewards and recognition forces users to shop at specific stores like Shoppers Stop, Lifestyle, etc., where some gift recipients may not feel comfortable shopping. This also has limited usage as these stores are mostly located in metros and upcoming cities.
The Best Solution:
Sodexo Pass Gift Vouchers - The Best Way to Reward Your Employees:
Sodexo Pass Gift Vouchers are widely accepted at over 6000 outlets in 175 locations across the country.
They cover a wide range of outlets in all categories.
Stores like Shoppers Stop, Lifestyle, Westside, Pantaloons, Wills Lifestyle, Globus, and other major stores also accept Sodexo Pass Gift Vouchers.
Sodexo Pass Gift Vouchers are available in convenient denominations ranging from Rs.100 to Rs.500.
They can be personalized for achievements and other occasions.
Customization of jackets and vouchers (logo on jackets, jacket design, etc.) is possible based on volumes.
The vouchers are valid for a calendar year.
No administration, accounting, or logistical hassles.
Naveed - Chennai
+91 98409 18089.
From India, Madras
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Hi Naveed,
Thanks for your good suggestions on rewarding an employee for performing well in his duties. Apart from the gift vouchers, Sodexo passes, and cash prizes, what other things can be given as a reward? Please let me know this. Also, I would like to remind you that only one portion of my query has been responded to.
I would greatly appreciate it if you could let me know how we can track or monitor the employees who are staying back, whether it is purely because of official work or personal reasons.
Waiting for suggestions on this end.
Regards,
Julie
From India, Hyderabad
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Thanks for your good suggestions on rewarding an employee for performing well in his duties. Apart from the gift vouchers, Sodexo passes, and cash prizes, what other things can be given as a reward? Please let me know this. Also, I would like to remind you that only one portion of my query has been responded to.
I would greatly appreciate it if you could let me know how we can track or monitor the employees who are staying back, whether it is purely because of official work or personal reasons.
Waiting for suggestions on this end.
Regards,
Julie
From India, Hyderabad
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Dear Julie,
It is a wonderful idea to reward employees when they achieve something. However, the rewards should not be given to employees who stay beyond office hours for many reasons. The reasons are:
1. Rewarding employees who stay after work hours could lead to a high percentage of employees remaining at work, which can sometimes create challenges for management and their families.
2. There is a risk of a "late hours culture" infiltrating the current organizational culture.
Therefore, I strongly believe that rewards should be reserved for employees who achieve results rather than for those who simply appear busy.
-Vinay M.
From India, Kochi
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It is a wonderful idea to reward employees when they achieve something. However, the rewards should not be given to employees who stay beyond office hours for many reasons. The reasons are:
1. Rewarding employees who stay after work hours could lead to a high percentage of employees remaining at work, which can sometimes create challenges for management and their families.
2. There is a risk of a "late hours culture" infiltrating the current organizational culture.
Therefore, I strongly believe that rewards should be reserved for employees who achieve results rather than for those who simply appear busy.
-Vinay M.
From India, Kochi
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Hi Vinay,
Thanks for your response. My problem lies in identifying the employees who are really working from the ones who pretend to be working after office hours. While there is a possibility of a "late hours culture" emerging, I also don't want to overlook the employees who are genuinely putting in efforts to complete a project or job. I am looking for a mechanism to distinguish the real go-getters from the rest.
Any help would be appreciated.
Regards,
Julie
From India, Hyderabad
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Thanks for your response. My problem lies in identifying the employees who are really working from the ones who pretend to be working after office hours. While there is a possibility of a "late hours culture" emerging, I also don't want to overlook the employees who are genuinely putting in efforts to complete a project or job. I am looking for a mechanism to distinguish the real go-getters from the rest.
Any help would be appreciated.
Regards,
Julie
From India, Hyderabad
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Hi Julie,
I appreciate your real concern for the performers. It's not so easy to identify non-performers sitting late for various reasons. However, one methodology to identify such people is to assign them specific tasks with time limits and observe over a period of time to see if there is any improvement in their performance. A real performer will sit sincerely to complete the targeted work. In contrast, a person wasting their time and others' time after office hours will automatically try to avoid responsibilities and leave the office promptly at closing hours. Thus, performers are automatically identified.
Yet another technique is to measure the performance of individual employees during office hours. In other words, are they meeting the targets within the stipulated time, or are they creating unnecessary work to stay late in the office? By observing this factor, the "Productivity Curve" can easily be drawn, and non-performers can be identified. Overall, it sends a message in the office that strict surveillance is being indirectly administered, which not only controls time-wasters but also improves overall performance. Of course, deserving individuals can rightfully claim their benefits offered by the company. Isn't it?
Bye then.
With regards,
Srinivas
From India, Hyderabad
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I appreciate your real concern for the performers. It's not so easy to identify non-performers sitting late for various reasons. However, one methodology to identify such people is to assign them specific tasks with time limits and observe over a period of time to see if there is any improvement in their performance. A real performer will sit sincerely to complete the targeted work. In contrast, a person wasting their time and others' time after office hours will automatically try to avoid responsibilities and leave the office promptly at closing hours. Thus, performers are automatically identified.
Yet another technique is to measure the performance of individual employees during office hours. In other words, are they meeting the targets within the stipulated time, or are they creating unnecessary work to stay late in the office? By observing this factor, the "Productivity Curve" can easily be drawn, and non-performers can be identified. Overall, it sends a message in the office that strict surveillance is being indirectly administered, which not only controls time-wasters but also improves overall performance. Of course, deserving individuals can rightfully claim their benefits offered by the company. Isn't it?
Bye then.
With regards,
Srinivas
From India, Hyderabad
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Hi Srinivas,
Thank you for your response. Yes, sure enough, we can give time-bound special tasks, which will help us in identifying the performers and time wasters.
Thank you very much for the information; it is really helpful.
Thanks once again.
Regards,
Julie
From India, Hyderabad
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Thank you for your response. Yes, sure enough, we can give time-bound special tasks, which will help us in identifying the performers and time wasters.
Thank you very much for the information; it is really helpful.
Thanks once again.
Regards,
Julie
From India, Hyderabad
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Hi,
There are lots of ways to reward employees. It is not limited to buying Sodexo passes or vouchers. We have programs like discount programs for employees, online shopping for them to choose their gift (categories and budgets are predefined with the clients), point-based redemption programs, vouchers, experiences, etc.
The benefit your employees would get is that they can go and choose what they want as a gift rather than getting something they already have. Moreover, we provide experiences as a part of the catalogue, which is appreciated by the employees.
If you would like more info, please feel free to reach me at my email address - anuradha@lesconcierges.co.in.
Also, it would be wiser to encourage them to complete their tasks during working hours rather than encouraging them to stay late. Since staying late would have other indirect costs - electricity, food, internet usage (if they have external access), and others. Making them work during office hours would have lots of positive implications both on a personal and professional level for the employee and in the long run, it is better for the company too!
Regards,
Anuradha
From India, New Delhi
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There are lots of ways to reward employees. It is not limited to buying Sodexo passes or vouchers. We have programs like discount programs for employees, online shopping for them to choose their gift (categories and budgets are predefined with the clients), point-based redemption programs, vouchers, experiences, etc.
The benefit your employees would get is that they can go and choose what they want as a gift rather than getting something they already have. Moreover, we provide experiences as a part of the catalogue, which is appreciated by the employees.
If you would like more info, please feel free to reach me at my email address - anuradha@lesconcierges.co.in.
Also, it would be wiser to encourage them to complete their tasks during working hours rather than encouraging them to stay late. Since staying late would have other indirect costs - electricity, food, internet usage (if they have external access), and others. Making them work during office hours would have lots of positive implications both on a personal and professional level for the employee and in the long run, it is better for the company too!
Regards,
Anuradha
From India, New Delhi
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Dear Julie,
I don't really see how and why you are facing problems relating to identifying employees who are required to stay beyond their scheduled hours of work. Leave this job of 'overstay requirement', if at all, to their immediate supervisors who are supposed to know the progress about the job of their subordinates and whether they are required to really stay beyond their normal hours. You can introduce some kind of an overstay authorization slip to be signed by the boss, and this way you can really keep track of the employees overstaying. But if you reward employees, in whatever form, who are overstaying, please don't lose sight of those who may be real performers but finish their work within schedule.
Hope this would be of some help.
Rahul
From India, Kolkata
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I don't really see how and why you are facing problems relating to identifying employees who are required to stay beyond their scheduled hours of work. Leave this job of 'overstay requirement', if at all, to their immediate supervisors who are supposed to know the progress about the job of their subordinates and whether they are required to really stay beyond their normal hours. You can introduce some kind of an overstay authorization slip to be signed by the boss, and this way you can really keep track of the employees overstaying. But if you reward employees, in whatever form, who are overstaying, please don't lose sight of those who may be real performers but finish their work within schedule.
Hope this would be of some help.
Rahul
From India, Kolkata
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