Like this article? PLEASE +1 it! Evan Signature
Evan Carmichael Top Header about About Home Profiles articles Tools forums inspirational quotes About facebook Twitter YouTube Blog

Reward Tagged Articles



10 Organisational predictions for 2010
Working with the trends we have observed in 2009 and the continuing harsh reality in the business world, we have predicted the top 10 key issues for organisations in 2010
9 Ideas to Reduce Cliques at Work
My thesis is that cliques at work have some helpful components, but they often do more harm than good by being exclusive elements in the culture. Top performance in any organization requires the best effort of the entire team, and when parts of the group are fragmented into insular cells, all kinds or gremlins creep into the structure. In the extreme, cliques can be hurtful to the mission of an orgnaization. But cliques are as natural as pancakes for breakfast. They form spontaneously and have their own unwritten bylaws that serve the members very well. How can leaders reduce the negative impact of cliques? Here are 9 ideas that can help reduce the problem.
Working To Live
Over coffee a friend told me that her brother who is an attorney had given up his job in a large NY law firm to practice in a smaller firm. When I asked her his reasons for doing that she said he wanted to “work to live not live to work.”
The 3 R's of Business Leadership
Are you a leader? If you're the owner of a business, by default the buck stops with you. But that doesn't necessarily mean you're functioning as a leader. When you don't step up to the plate, take charge, make a decision on a timely basis and see that it's carried out, you're creating a potential problem. Your job as leader is to make decisions and take action. When decisions are put off because you're not sure what decision to make, or you take action without really making a decision, problems can start to pile up. That's when your business can get into trouble.
Effective Managers Understand Psychology
Novice managers often struggle to get the best out of their people because they labor under a one-dimensional view of what motivates their employees. In this article, Leslie Allan illustrates how a little psychology can return huge dividends.
Workplace Change in Six Steps
Managing change in today’s organizations is not easy. Those companies that get it right win a significant strategic advantage over their struggling competitors. Leslie Allan shows how you can apply a practical change management process that will help you gain success on your next change initiative.
How should I reward employee performance?
It’s that time of year again when all good Managers ponder the question, “Should I reward my employees’ performance with an increase in pay or through a bonus?” The answer to this age old question lies in the answer of another, much simpler question. Do you want to reward your employees’ good performance in 2010 in a way that will continue on for the rest of their career with you?
The Ultimate Reward
One's religious or spiritual beliefs and practices are very personal and unique to each individual. No one can force your beliefs, but there is one commonality amongst people who follow the laws of attraction -- their trust in the Universe, God, the Angels, or some "Higher Power". No matter what your individual belief, isn't it logical that something that is more powerful, spiritual, and knowledgeable than us mere humans should hold the answers to the questions that you are seeking? Questions like, where will I find my success, how can I change my path, or where will this choice lead me?
What Is Wrong with Performance Appraisals?
How effective are organizations at driving superior performance from their employees? If we are to believe human resources professionals, the answer is that our performance management systems are failing to make the grade. This is the sobering conclusion from Sibson Consulting\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\\'s worldwide survey.
Performance Appraisals and Compensation: A Deadly Mix
The annual jostling for pay rises based on employee performance is often described as ineffective by HR professionals, largely dreaded by managers and treated with suspicion by employees. So why do organizations still engage in this annual exercise?
Stop Living on the Breadcrumbs Leftover After Expenses
I used to accept the breadcrumbs. I thought that everyone else should get the money before I did if I were being a responsible business owner. Now I know better. Paying yourself last is just a practice (sometimes hard to break) that will never grow your business.
Incentive Compensation Plans that Work
A carefully designed, well executed incentive compensation program will enable a company to attract, motivate and reward top-notch employees. It will also sustain a creative, performance-driven work environment, as well as support behaviors that align with the organization's business objectives, marketing goals and overall strategies. The article reviews the characteristics of a successful incentive compensation program including the requirement that the plan be integrated into overall business objectives, business processes, and financial/accounting practices. Areas discussed include setting up a compensation program, aligning it with multiple strategies, determining quantifiable results, and linking it to a clear payout formula and timeline.

Other Reward Related Articles

USING REWARD PROGRAMS TO CREATE LOYAL CUSTOMERS
Customer reward programs were first introduced by the airlines more than a decade ago. Since then, businesses ranging from bookstores to coffee shops to credit cards have implemented reward programs. Properly implemented reward programs create loyal customers. However, many reward programs simply don’t work. The rewards are either ineffective motivators or too costly to be practical. Often reward programs and short-term promotional programs conflict, turning off loyal customers and attracting only less profitable price-switchers. In order to avoid the traps that can sour customer relationships or drain scarce resources, it makes sense to examine the fundamentals of developing a successful customer reward program.
You Get What You Reward
More often than not an organization says one thing in its literature, on nicely formatted signs in hallways and conference rooms, but unfortunately does not practice what it preaches. As your organization decides what it wants its culture to be, look closely at what it will reward. Remember…You get what you reward.
New Study of Corporate Rewards Program Proves...
Considering that a recent study from the Incentive Federation has shown that a good corporate reward program can improve sales and production as much as forty-four percent a company can hardly afford not to have a corporate reward program.
Incentives and Brand Loyalty: A Winning Combination
Reward points are used by credit card companies, gas stations, book stores, airlines, and almost any large chain in order to reward the loyalty of their client base. These companies understand the importance of brand recognition, and incentive-based compensation for being a loyal customer. These points are redeemable and can be applied as credits or used as a form of payment.
Customer referral program
There are many businesses that would argue their best source of clients is by referral and yet if you ask what they do about this ‘Best Source', most would also say nothing. Do you reward people for referring customers to you and do you have an organised program to encourage this form of referral? If you answered 'NO‘ to this question then I would ask you to take a moment to think about your answer for a moment and to perhaps discuss changing how you deal with this aspect of your business with your business partners and employees. Firstly, you could make a decision to reward those people that refer clients to you by way of a financial reward either with a cheque or a voucher. Alternatively, you could reward them with your own products or services, by way of a discount on future purchases or by giving items away.
Rebuilding your reward strategy
In the middle of change it can be easy to overlook the impact that restructuring has on reward strategy. We all know that having up-to-date and flexible people practices is vital to support business objectives, but many businesses forget to review their reward approach as their business grows and changes. Here's our six stage model for checking that your reward systems are still up to the job:

Why Rewards Cause Problems #6: Rewards Undermine Interest
We do things because we are interested in them, generally not to get some kind of tangible reward. Organizational reward systems often overlook the very powerful intrinsic motivators of their workers, and get only a tiny fraction of the discretionary effort that is available. The attached article gives some insight on this phenomenon.

How should I reward employee performance?
It’s that time of year again when all good Managers ponder the question, “Should I reward my employees’ performance with an increase in pay or through a bonus?” The answer to this age old question lies in the answer of another, much simpler question. Do you want to reward your employees’ good performance in 2010 in a way that will continue on for the rest of their career with you?
Personal Recognition and Appreciation is an Inside Job
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

Recognition Do's and Don'ts to Inspire and Energize
Like improvement efforts, effective reward and recognition is an integrated process, not a bolt-on program. Since you can't make your team or organization into something different than you, it has to start with you. Whose needs are your recognition and reward systems designed to serve? What are the goals? Are they to manipulate, control, and "motivate?" Or do they build an atmosphere of helpfulness, appreciation, and high energy? How do you know? As with beauty, quality, or customer service, reward and recognition are in the eyes of the beholder.

Featured Article

Bottom Footer



Newsletter

Get advice & tips from famous business
owners, new articles by entrepreneur
experts, my latest website updates, &
special sneak peaks at what's to come!
Name:
Email:
Popular Articles

What should your free giveaway be?

10 Golden rules to survive the Global Crisis

Coaching Tip: Identify Your Core Values
Suggestions

Email us your ideas on how to make our
website more valuable! Thank you Sharon
from Toronto Salsa Lessons / Classes for
your suggestions to make the newsletter
look like the website and profile younger
entrepreneurs like Jennifer Lopez.