3 Research-Backed Tips to Reward and Engage Employees

A young worker gets to Reward and Engage Employees

Do You Know How to Reward and Engage Employees?
Everyone wants to be recognized for their contribution and a job well done. Smart leaders know how to reward and engage employees by making the rewards and recognition:

  • Meaningful
  • Relevant
  • Proportional to the effort and value

Ineffective Rewards Can Dilute Your Performance Culture
It doesn’t look as though the winner of the above Employee of the Month cartoon is happy about her reward…nor do her teammates. She looks dismayed; they look angry. This is not the reaction you want when a reward is due.

Employee Engagement Data on How to Reward and Engage Employees
We know from our most recent employee engagement survey data how important effective employee rewards and recognition can be.

  • Survey results showed that as many as 65 out of 100 employees at highly engaged companies were confident that they would be recognized when their work contributed significantly to the organization’s success.
  • Employee Reward and Recognition programs that are well conceived and well implemented encourage ever higher performance levels and increase employee engagement.

Three Research-Backed Tips to Reward and Engage Employees
Here are three research-backed tips on how to reward and engage employees:.

1.  Forget the Tchotchkes (an inexpensive souvenir, trinket, or ornament).
They have little value. Instead, try simple and meaningful acknowledgment. A sincere pat on the back for extra effort may be enough.

  • Some employees might prefer being saluted more publicly for their good work…at a team meeting or even an All-Hands session depending upon the importance of their contribution.
  • Acknowledgment is important, too, in tough times. One organization we work with is facing a major change as they are about to be acquired by a larger overseas company. There is a lot of angst in the work force. How will their lives be changed? Will they still have a job? Will they have to move? None of the questions may have answers as yet but simply recognizing that times are difficult can help to better unify and align the group.
  • Stay close to the team so you know when they are struggling and can support them. Acknowledge that the uncertainty of the future is stressful and that you will keep them updated as soon you learn more.

2.  Remember Rewards Have Little Meaning Unless They Are Tailored to the Recipient
For example, granting a hard and conscientious worker more flex time may be far more appreciated than a simple cash bonus. If you know your team members as individuals, you can design a meaningful response to their over-and-above-the-call contribution. It could be as simple as a bouquet of flowers on their desk or cookies to share at afternoon break. Be creative and consider the individual.

3.  Recognize Underachievers Too…Not in a Public Way But in the Spirit of Helping to Improve Performance
This may sound counter-intuitive but remember how bad it feels to work alongside a low performer who coasts while you put in consistently longer and harder days? It does not take long to get discouraged and feel disengaged. Why should you even try if no one seems to care?

Good managers understand that low performers need recognition in the form of:

  • clear expectations
  • targeted support
  • measurable accountability
  • aligned consequences.

Everyone needs to know if their performance is not improved over a specific period of time, they will be asked to leave. Don’t risk losing your high performers because you’re not doing your job of recognizing and correcting your low performers.

The Bottom Line
Reward and engage employees with recognition that matters to solidify their commitment to the organization’s mission.  You will know when your reward and recognition program is working to increase employee engagement when employees believe:

  • The organization makes investments to make them more successful.
  • The leaders of this organization value people as their most important resource.
  • Considering the value they bring to the organization, they feel they are paid fairly.
  • The leaders of this organization are committed to making it a great place to work.
  • They are always thinking about ways to do their job better.
  • If they contribute to the organization’s success, they know they will be recognized.

To learn more about how to more effectively reward and engage employees, download Top 10 Most Powerful Ways to Boost Employee Engagement

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Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

Jeff Coon
Director of Human Resources

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.

Margaret M. Mader
Vice President, Human Resources

Hyperion

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.

Stacie Rodgers
VP of Human Resources

Cutera

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

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