Hi guys, I would be grateful if anyone could guide me on some of the practical and implementable reward and recognition for employees in the line function as well as in the support function.
We have two schemes in place
From United Arab Emirates, Dubai
We have two schemes in place
- Reward for those who bring in exceptional gain to the company
Recognition for those who do some thing beyond their line of duty
I am looking at a scheme in which more employees can become eligible as the existing scheme do not make more than 1% of the population actually receiving the benefits :!: :idea:
From United Arab Emirates, Dubai
================================================
Make employees fall in Love with the your company.
· Celebration, Fun
· Open communication
· Introduce fun factors
· Better benefit package than the competitors
· Make and Keep Promises
· Do not let your employee stagnant
· Send E-Newsletter to all the employees, which is cost effective, add some column which have jokes, Humor at Marlabs, and A separate page for the employees where they can share their experience.
· Create a easy Platform where employees can give feedback,
· Listen to employees idea, never ridicule them.
· Celebrate festivals like Christmas, Diwali, Holi etc
· Identify list of Festivals and distribute sweets from Marlabs on those days!
· Effective incentives, regular outing
· Effective communication channel
· Well planned orientation, well defined Job description, Authority, and Benefits, money, Job Satisfaction.
· Show employees they are being profited and cared by company..
Pay to Stay:
· Sign a contract in such a manner where the employee will receive around 4k to 5k at the end of the expiry of the contract
· Make an offer during Negotiations, like the Marlabs will withhold 1000 per month, that will come upto 3000 for 3 months, and after 3 months, they will be given 6,000. If everything works out well, this can be implemented
· During the negotiation or After 1 month of signing the contract, Make know the employee that he/she will be sent to a Tourist Destination/On Vacation after 3 months/expiry of contract where the company will bear the expenses. And a tourist package for Two can be given for 2 days and 1 night, which should work out within 3000
================================================More Tips About Recognition and Performance Management
If you attach recognition to "real" accomplishments and goal achievement as negotiated in a performance development meeting, you need to make sure the recognition meets the above stated requirements. Supervisors must also apply the criteria consistently, so some organizational oversight may be necessary. The challenge of individually negotiated goals is to make certain their accomplishment is viewed as similarly difficult by the organization for the process to be a success.
People also like recognition that is random and that provides an element of surprise. If you thank a manufacturing group every time they make customer deliveries on time with a lunch, gradually the lunch becomes a "given" and no longer rewards. In another organization, the CEO traditionally bought lunch for all employees every Friday. Soon, he had employees coming to him asking to be reimbursed if they ate lunch outside the building on a Friday. His goal of team building turned into a "given" and he was disappointed.
There is always room for employee reward and recognition activities that generally build positive morale in the work environment. In one company, there is a "smile team" that meets to schedule random, fun employee recognition events. They have decorated shop windows, with a prize to the best, for a holiday. They sponsor ice cream socials, picnics, the "boss" cooks day, and so on, to create a rewarding environment at work. Another company holds an annual costume wearing and judging along with a lunch potluck every Halloween.
Rewards and recognition that help both the employer and the employee get what they need from work are a win-win situation. Make this the year you plan a recognition process that will "wow" your staff and "wow" you with its positive outcomes.
Just go thru this .... this might give a hint how to go about..
===============================================
SUMMARY:
BOLO TO HINDI ME "MAKHAN LAGAKAR BAT KARO NA EMPLOYEE SE"
Which scheme u asking???
U fix the standard for line employees. If they will crossing the standard they should get monetary as well as non-monetary incentive. Above standard, they should bracket system like 1 unit to 5 unit==> Rs. 1000.00, 6 unit to 10 units==> Rs.1750.00. accordingly T shirt etc....
Depend upon organisation paying capacity, u may frame policy for the same.
From India, Bangalore
32Make employees fall in Love with the your company.
· Celebration, Fun
· Open communication
· Introduce fun factors
· Better benefit package than the competitors
· Make and Keep Promises
· Do not let your employee stagnant
· Send E-Newsletter to all the employees, which is cost effective, add some column which have jokes, Humor at Marlabs, and A separate page for the employees where they can share their experience.
· Create a easy Platform where employees can give feedback,
· Listen to employees idea, never ridicule them.
· Celebrate festivals like Christmas, Diwali, Holi etc
· Identify list of Festivals and distribute sweets from Marlabs on those days!
· Effective incentives, regular outing
· Effective communication channel
· Well planned orientation, well defined Job description, Authority, and Benefits, money, Job Satisfaction.
· Show employees they are being profited and cared by company..
Pay to Stay:
· Sign a contract in such a manner where the employee will receive around 4k to 5k at the end of the expiry of the contract
· Make an offer during Negotiations, like the Marlabs will withhold 1000 per month, that will come upto 3000 for 3 months, and after 3 months, they will be given 6,000. If everything works out well, this can be implemented
· During the negotiation or After 1 month of signing the contract, Make know the employee that he/she will be sent to a Tourist Destination/On Vacation after 3 months/expiry of contract where the company will bear the expenses. And a tourist package for Two can be given for 2 days and 1 night, which should work out within 3000
================================================More Tips About Recognition and Performance Management
If you attach recognition to "real" accomplishments and goal achievement as negotiated in a performance development meeting, you need to make sure the recognition meets the above stated requirements. Supervisors must also apply the criteria consistently, so some organizational oversight may be necessary. The challenge of individually negotiated goals is to make certain their accomplishment is viewed as similarly difficult by the organization for the process to be a success.
People also like recognition that is random and that provides an element of surprise. If you thank a manufacturing group every time they make customer deliveries on time with a lunch, gradually the lunch becomes a "given" and no longer rewards. In another organization, the CEO traditionally bought lunch for all employees every Friday. Soon, he had employees coming to him asking to be reimbursed if they ate lunch outside the building on a Friday. His goal of team building turned into a "given" and he was disappointed.
There is always room for employee reward and recognition activities that generally build positive morale in the work environment. In one company, there is a "smile team" that meets to schedule random, fun employee recognition events. They have decorated shop windows, with a prize to the best, for a holiday. They sponsor ice cream socials, picnics, the "boss" cooks day, and so on, to create a rewarding environment at work. Another company holds an annual costume wearing and judging along with a lunch potluck every Halloween.
Rewards and recognition that help both the employer and the employee get what they need from work are a win-win situation. Make this the year you plan a recognition process that will "wow" your staff and "wow" you with its positive outcomes.
Just go thru this .... this might give a hint how to go about..
===============================================
SUMMARY:
BOLO TO HINDI ME "MAKHAN LAGAKAR BAT KARO NA EMPLOYEE SE"
Which scheme u asking???
U fix the standard for line employees. If they will crossing the standard they should get monetary as well as non-monetary incentive. Above standard, they should bracket system like 1 unit to 5 unit==> Rs. 1000.00, 6 unit to 10 units==> Rs.1750.00. accordingly T shirt etc....
Depend upon organisation paying capacity, u may frame policy for the same.
From India, Bangalore
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EMPLOYEES REWARD,RECOGNIT ION & SUGGESTION MANNUAL.pdf
Reward and Recognition Policy.doc