Which-Employees-Do-You-Incentivise

Which Employees Do You Incentivise?

You’d be surprised at the answer

Understanding which employees need incentivisation as part of their role is a common problem for employers who are either thinking of implementing an employee incentive programme or already have one in place. It can be difficult to decide which employees to incentivise as different employees have different roles within a company.

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The sales department brings in money; the accounting department balances the books; marketing generates leads that are used in the sales department…and so on. And even within those departments, you also have your high performers; employees that consistently prove themselves to be top talent and hard workers.

The most successful businesses have employees of every department, at every level, feeling engaged, motivated, and happy.

Look at the Big Picture

The short answer to this question is that ALL employees should be incentivised. Even though individual departments might bring in cash flow, it’s important to understand that every department within the company plays an integral part in the overall picture. Similarly, even though high performers operate on an elevated level, other employees can still achieve milestones that are aligned with the company goals and objectives.

The most successful businesses have employees of every department, at every level, feeling engaged, motivated, and happy. Look at the big picture: By only rewarding select departments or employees, you run the risk of demotivating employees that deserve to be rewarded and recognised. When this happens, they can become unhappy and less loyal, which means that you’re encouraging a high turnover of employees that weren’t necessarily bad.

It’s important to set up an incentive criteria which demonstrates the behaviours and achievements that you want to encourage in your company.

You then have to go through the hiring process which is not only expensive but can be very tedious if you hire the wrong people or you’re always hiring new employees. When you reward employees that aren’t necessarily performing at A level, it gives you the opportunity to motivate them and gives them the opportunity to strive to become a high performer.

A Criteria for Success

That being said, don’t fall into the trap of blanket incentives, where you reward everyone regardless of work or behaviour. This is not only a de-motivator for those going above and beyond, it’s also a wasted opportunity to help motivate underperforming employees. It’s important to set up an incentive criteria which demonstrates the behaviours and achievements that you want to encourage in your company. With this put in place, everyone becomes clear on what it takes to receive incentives and recognition. But it also becomes a model for what your company believes that success looks like. Crucially, you must ensure that the behaviours and achievements you highlight are aligned with company policies, core values, goals, and objectives so that you can push employees in the right direction.

This is not only a de-motivator for those going above and beyond, it’s also a wasted opportunity to help motivate underperforming employees. It’s important to set up an incentive criteria which demonstrates the behaviours and achievements that you want to encourage in your company. With this put in place, everyone becomes clear on what it takes to receive incentives and recognition. But it also becomes a model for what your company believes that success looks like. Crucially, you must ensure that the behaviours and achievements you highlight are aligned with company policies, core values, goals, and objectives so that you can push employees in the right direction.

Fundamentally, it’s important to understand the power that employee incentives have.

With this put in place, everyone becomes clear on what it takes to receive incentives and recognition. But it also becomes a model for what your company believes that success looks like. Crucially, you must ensure that the behaviours and achievements you highlight are aligned with company policies, core values, goals, and objectives so that you can push employees in the right direction.

Fundamentally, it’s important to understand the power that employee incentives have. Whichever way that you chose to implement a programme should be well thought out. If done properly, an employee incentive programme can work wonders for a company, increasing productivity and success in all employees. But done badly, you run the risk of jeopardising the company’s culture, productivity and employee satisfaction. 

 

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