Hi Everyone,
Sorry I am so late getting to this project. Things have been so hectic here, which is one big reason I love the book 1001 Ways to Reward your Employees by Bob Nelson. You can read it in chunks whenever your schedule permits.
This book is a treasure trove of ideas to improve the workplace in general, and specifically the performance, attendance, and productivity of employees. Some ideas are no or low cost, and some are really goofy. I think everyone will find something they can use to put smiles on faces.
Nelson's research shows that simple, everyday praise is way most employees prefer to be recognized for doing a good job. He divides praise into four categories: written, electronic, personal, and public. He advises mixing these style to have the maximum impact. Of course, the reward or recognition must be something the employee values, or else it won't be effective. for example, a shy person may prefer to get an extended lunch hour or special parking space rather than boisterous public praise.
Additional studies reveal that praise must quickly follow the desired behavior in order to be an effective motivator. It was also shown that praise by a manager, the most effective motivator, based on employee surveys, occurs least often. What a shame!
I actually read an earlier edition of this books several years ago, and really took its principles to heart. I find the most effective way to motivate and reward ANYONE is a verbal thank you. If they don't know you well, and aren't used to appreciation, this will shock them into silence and temporarily freeze them into position. Try it- you'll see.
The latest rewards for my own staff were spa treatments given by a local business person who had done a program for us earlier in the day. She didn't charge us, and was simply grateful for the exposure and publicity the program at the library had given her. All I had to do was agree. There are opportunities to show that you value someone everywhere!
Cynthia Hart
Director, San Benito Public Library
I confess, I have not read the book yet, but I look forward to doing so. I just wanted to say that I attended a presentation at TLA where they discussed the different reward factors for the different generations of people currently in the workforce. It was very interesting, because the older workforce (baby boomers) tend to expect rewards in the terms of job security and salary compensation. Persons from my age group (Gen X) have more interest in things they gain from working-benefits, attending conferences, more personal growth--they tend to want more from the job. Of course they are saying Gen Y are the young people and they seem to want to just work the minimum amount possible and their rewards would come from getting time off or having social events at work. I am looking forward to seeing if these things that were mentioned in the presentation hold true in this book.
ReplyDeleteFollowing up on Lisa's comment, the book does spend some time discussing the importance of getting to know each employee individually as this is the only way to truly recognize every employee's contributions. Another benefit of knowing each employee is that you can ask or otherwise learn what form of appreciation they value most.
ReplyDeleteI found the book a great resource for ideas on how to recognize and reward employees.
I also liked the quotes from so many managers, experts, and others on employee recognition. Some of the ones that stood out for me are the following:
“Brains, like hearts, go where they are appreciated.” --former Secretary of Defense Robert McNamara
“I can live for two weeks on a good compliment”—Mark Twain
“Recognition is so easy to do and so inexpensive to distribute that there is simply no excuse for not doing it,”—Rosabeth Moss Kanter, Author and Management Consultant
“Incentives offer that extra ‘thank you’ for sustaining high performance.”—Charles Gehl, Coordinator, Frank Implement Company
“The way positive reinforcement is carried out is more important than the amount.” –B. F. Skinner, Psychologist
“Well-constructed recognition settings provide the single most important opportunity to parade and reinforce the new behavior one hopes others will emulate.” –Tom Peters, Author of Management Consultant
“There is no way a work force that is uninvolved and unrewarded will be quality-conscious, efficient, or innovative.” –Aaron Sugarman, Incentive
“You have to treat your employees like your customers. When you treat them right, they will treat your outside customers right.” –Herb Kelleher, Chairman, Southwest Airlines
“You get the best effort from others not by lighting a fire beneath them, but by building a fire within them.”—Bob Nelson