Are you struggling to convince your employer to implement an Employee Recognition & Rewards Program (ERRP)?
Well, you may not be alone, as according to a recent study it was found out that 83% of employees believe that their organization’s culture doesn’t encourage recognition programs.
So, if you want to go into your boss’s room with that request the next time, better go prepared. Here are a few arguments that a skeptic employer will raise, along with the right answers to tackle them.
Salaries, not praise motivates the employees
Well, this is one of the prime misconceptions that most employers believe. Multiple studies have proven the superiority of intrinsic motivation over extrinsic rewards. Especially, in a local study, it was found out that around 82% of employees believe public praising is better than a gift.
More so, those employers who believe that appreciation does nothing; the problem actually lies in their way of praising. Employees need meaningful and value-added appreciation. Therefore, employers need to create the right blend of recognition and rewards that can emphasize the intrinsic value of their employees’ performance.
Ah, we already do that
Another common argument that you’ll hear while pitching the idea of employee recognition is that they already do it. To be fair, they may be doing it on the record, but most of the times, they’re doing it all wrong. That is so, because most companies, even if they do have an employee recognition program, lack in frequency and punctuality of recognition.
Another hurdle in the ways of such recognition programs is their complicated criteria. Which indicates the limited capabilities to fairly distribute rewards and the time-consuming approval processes. Consequently, most employees are unable to receive recognition in the workplace.
They need direction, not appreciation
A big skeptical group is present among the organizations where dictatorial leadership is practiced. They believe employees are but mere resources, and appreciation has nothing to do with their company’s benefits.
At such organizations, they consider employee recognition & rewards plans a waste of time and money. Hence, these people need to be educated about the importance of intrinsic rewards and social courtesies at the workplace.
There’s not much financial benefit in that
This one is the most common yet comprehensible arguments by skeptics. As an employer, it is also very fair to demand the probability of a return on investment. Therefore, to answer this, you have two fundamental points to elaborate; productivity and employee retention.
When an organization invests in an ERRP, it gains its employees’ trust and satisfaction. When the employees feel satisfied with their work and see their employers supporting them; they tend to run an extra mile to return that favor.
More so, when this relationship becomes recurrent, the chances for the retention of such productive employees increase. And, as we all know, high productivity and employee retention can save the employers a fortune, which ultimately translates into higher profits.
So, with the right balance of compelling communication and information, you can convince any skeptic that’s against Employee Recognition & Reward Plans. One thing that we do need to keep in mind is that an ERRP is no longer a bandwagon or a fancy wish – instead, it’s a need. If you want your organization to have a healthy and progressive culture, implementing an ERRP would be the first right thing to do.