The Advantages of Rewarding Your Employees for Excellent Work
Employees who have diligently served an organization will appreciate it when their company recognizes his efforts to accomplish thing with their co-workers.
To solidify the company’s awareness and affirmation of the things they hold valuable and highly prized, it is important for a company to recognize the contributions of its employees. Besides, as the saying goes: though we are wired differently, and not every social style needs public recognition, but even the most introverted person will appreciate being recognized for a job well done.
In response to being appreciated at work, and especially when it is expressed through a meritorious emblem, it fosters an employee’s engagement and therefore boosts his productivity since an engaged employee is significantly more productive than an employee who is defused.
So if there are company efforts to praise and reward jobs that are well done, it not only helps motivate the employee to perform better, it also affects the other workers to work harder so that they, too, will receive one for themselves. There is nothing wrong with encouraging an employee’s engagement in this manner.
Another results of companies expressing support for the efforts of their employees help the company in employee retention. And this is a big issue because a high staff turnover leads to poor morale that can make others want to look elsewhere. The value to retain an employee is less difficult than the effort that needs to be exerted to find a replacement and the training that goes with it. It is very costly to find and train new employees compared to rewarding good ones.
The brand of your business can easily be promoted by employees who are deeply engaged with the business rather than people who could care less about what happens to the company. By rewarding hard work, it no doubt would foster employee engagement and loyalty to the organization.
It must also be remembered that when we speak of output or productivity, it does not only mirror out the effort of the pacemaker or its leader, it also portrays that there has been a peer-to-peer cooperation that rest underneath it. Therefore there is a need to recognize not only the productive leaders but the people in the team who have contributed the most for this results. The point here is not so much about tenure but more about the positive effect attributed by an explicit participant that shapes a unique team. There is a great team that excludes mediocre workers. Working alongside each other is possible when this type of team is rewarded accordingly. This is what team culture is all about.
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