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Avoiding Common Pitfalls of Employee Recognition Programs

Avoiding Common Pitfalls of Employee Recognition Programs
Coming up next: Practical Application: Creating Employee Recognition Programs

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  • 0:02 Rewards & Hard Work
  • 0:24 Rewards & Consequences
  • 1:02 Rewards System Elements
  • 2:20 Types of Rewards
  • 3:00 Avoiding Bias
  • 3:44 Lesson Summary
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Lesson Transcript
Instructor: Lesley King

Lesley has taught ESOL for many years, holds a master's degree in curriculum and instruction, and a doctorate degree in Instructional Leadership.

In this lesson, you'll learn how to create fair employee recognition programs in the workplace. You'll also learn how to avoid showing favoritism when handing out the rewards of the program.

Rewards & Hard Work

When the word 'work' comes up in conversation, it may not always be viewed as fun or exciting. Some people are lucky enough to do the work that they're passionate about, while others aren't so lucky. In each case, employees should have something to look forward to. Workplace leaders should ensure that employees are rewarded as a consequence of their hard work.

Rewards & Consequences

Consequences are what happen as a result of either a positive or negative action. Depending on the behavior of an employee, the consequence itself will also be negative or positive. Workplace leaders should be aware of how and when to apply consequences based on performance. A positive consequence of positive job behavior is a reward.

Rewards are very important because they're given as a way to positively recognize good behavior. Rewards are also a way to show that managers see the efforts of people who are dedicated to doing good work. In addition, providing rewards in the workplace can foster a healthy work relationship between leaders and those they're leading.

Rewards System Elements

When supervisors need to build a reward system, they should consider several basic concepts. Those concepts should be built from core factors for ensuring ongoing success in the job position. For example, a person must report to work each day, and they must be on time. This ensures that coworkers aren't left to do someone else's job. Because of this, attendance should be one element of the rewards system.

When designing the rewards system, leaders should also reward accuracy, which refers to the extent to which a job is done correctly over a set period of time. This can be determined based on job performance evaluations. The rewards program should also be based on productivity, or the level of progress one makes towards a goal. While some people may perform better than others, it's important to recognize those who are striving to reach goals. Leaders should utilize a rubric while evaluating employees, to ensure that each person is judged on the same scale.

Workplace leaders should also have a committee specifically for rewards. The people on the committee should decide on a system for how often rewards should be given. The committee must determine how each employee will be included, so that no one is left out. They should also decide when and how the rewards will be presented. This can avoid giving the impression that leaders are picking employees at random.

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