Employee Rewards are a very popular way of motivating your employees. However, there are a few people, who aren’t really big fans of employee rewards.
Different managers have different reasons for shunning employee rewards in their organizations; mentioned below are a few most common reasons of all.
1. It’s a short-term boost
Many company owners have a belief that employee rewards are shortsighted. They believe that giving out rewards may provide an ample amount of boost in productivity, but it’s rather short-lived.
However, employee rewards are not just about the number of rewards and their effect duration; instead, it’s about the consistency and induction of continuous positivity among your employees.
2. You cannot tie goals to a number
On the other hand, some employers say that the relationship between goals and employee productivity is subjective, not objective. They believe that putting every goal into a complex numerical formula will confuse their employees and ultimately, won’t motivate anyone.
Whereas, if you cater to the company goals subjectively, your employees would develop a notion that their managers will not give out rewards fairly. That is so because the managers won’t have any benchmark to follow and will reward the employees on the basis of their intuition.
3. Employees will find hacks for the reward program
As human beings, we are always looking for loopholes or shortcuts to solve our problems. Likewise, some managers don’t believe in reward programs because they think that the employees would try to find ways around the rules. And they may cheat to get rewards for themselves. Ultimately, the focus of employees will be on getting the prizes and not the accomplishment of company goals.
However, in this matter, it’s up to the management’s vigilance and the foolproofing potential of your program to catch any deception at hand.
4. The company can’t afford rewards
Most startups and small organizations avoid employee recognition and rewards programs by calling it an expense they can’t afford. They believe that monetary rewards are way beyond their affordability and under that impression, they ignore the whole phenomenon of employee motivation.
Nevertheless, employee motivation is not only associated with monetary rewards. If a company can’t afford big monetary rewards, it can always practice intrinsic rewards in the organization. Timely compensation, timely appreciation, and small gifts as a prize can also boost the productivity of your employees and would still be considered as employee rewards.
Also, read our recent post “5 Trends You May Have Missed About Employees Engagement“.
Conclusion:
Finally, recognizing the reasons for employee dissatisfaction with rewards is critical in developing effective solutions. With BRAVO, you can overcome these obstacles and establish a rewards program your employees will like. You may develop a culture of appreciation and inspiration by addressing the underlying causes. Don’t allow discontent to stymie the effectiveness of your rewards program.
Are you ready to learn why individuals frequently detest employee rewards programs? Book a demo today to witness how our platform effectively addresses these concerns and revolutionizes your perspective on employee incentives. Schedule a demo now to take the first step towards developing a good and engaging incentives program.
