Motivation through instant rewarding


A team losing its enthusiasm is a manager’s nightmare. Those in this unfortunate situation keep wondering, ‘why are my employees sliding down the performance graph despite my being a ‘nice boss’? Well the nub is, it’s just not enough to be ‘nice’. Rewards for great performance need to be instantaneous and appropriate.

Applauding a Job well done

Different organizations have different ways of displaying their appreciation. Cognizant’s WAH program enables employees to earn points for their contributions and redeem the accumulated points against Cognizant-branded products. The objective of the WAH program is to instantly recognize employees for their contributions to organizational initiatives.

Quite naturally, a positive reaction to an innovative action will only increase the addiction for good work. Expanding on this Torry Harris Business Solutions (THBS) launched its ‘Spot excellence Award’, where employees are rewarded for their ‘beyond expectation performance’ within 24 hours of the deed.

The award is based on the theory of ‘Operant conditioning in Behaviorism’, which states that when a person demonstrates a behavior, if the consequences are positively reinforcing, he/she is more likely to repeat the behavior.

Going one step ahead, KRIP Cummins Info-systems Ltd. has instituted special awards such as Wow, Delighted customer and U made a difference award.

At Infrasoft technologies Limited, employees who win instant rewards get featured on their intranet.

In that case, words like employee involvement and ownership would be hollow. Spontaneous recognition impacts people more, because most of the time, it has that element of ‘surprise’ in it. Instant rewards add to make an employee feel highly valued, and this enhances the self image of the work force. But it needs to be managed sensibly.

A number of awards come after long intervals – they are either annually or half-yearly, with nominations passing through layers of intermediaries. Too many intermediaries can distant people from the scene of action and, in a worst case scenario, single out employees who get rewarded ‘mysteriously’. It may sap morale if they fail to understand the criteria to compete and win.

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