Managing performance
Exploring non-monentary reward options
Exploring non-monentary reward options
7 minutes
There’s no one-size-fits-all approach when it comes to rewarding good performance. What resonates as a meaningful reward for one employee might not have the same impact on another. By taking the time to know each team member, acknowledging their contributions, and considering their preferences, you can create a more inclusive and effective reward system, especially in times when you don’t have the option for monetary rewards.
Follow these steps to have the conversation with your team member:
1
Show genuine appreciation for their work and contributions to the team
Acknowledge specific achievements to demonstrate that you notice and value their efforts.
Clearly communicate that you value them and want to explore ways to reward good performance in the team.
2
Explore Preferences
Ask open-ended questions: Ask open-ended questions to allow the employee to express their thoughts on recognition and rewards freely. For example:
"Can you tell me about a time when you felt particularly appreciated at work?"
"What does meaningful recognition look like to you?"
Discuss Reward Options:
Briefly outline some reward options, covering various categories outside of monetary benefits like professional development, additional time off, public recognition, etc., and gauge their reactions to each.
Listen Actively:
Practice active listening, paying close attention to not only what is said but also to non-verbal cues that might indicate their true preferences.
Discuss Reward Options:
Briefly outline some reward options, covering various categories outside of monetary benefits like professional development, additional time off, public recognition, etc., and gauge their reactions to each.
Listen Actively:
Practice active listening, paying close attention to not only what is said but also to non-verbal cues that might indicate their true preferences.
3
Confirm and Act
Reflect back on what you've understood about their preferences to ensure clarity and show that you’ve been listening. Be transparent about what is feasible within your control means.
End the conversation with a commitment to action.
After the meeting, document the key points discussed and any agreements made.
Ensure that you follow through on the action points to demonstrate that these conversations have tangible outcomes. Remember, the most effective rewards are those that are meaningful to the recipient.
by
Hellomonday