Employee Rewards

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.

Employee Rewards

3. Employees will find hacks for the reward program

As human beings, we are always looking for loopholes or short cuts 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 the 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 fool-proofing potential of your program to catch any deception at hand.

4. The company can’t afford rewards

Most of the startups and small organizations avoid employee recognition and rewards program 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, they 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 to learn; “5 Trends You May Have Missed About Employees Engagement“.

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