6 Tips from StaffScapes to Help Leaders Make Sure That Their Rewards Programs Aren’t Seen as Playing Favorites
Content employees result in better communication, higher productivity, and more engagement. To maintain good spirits within the work environment, many leaders reward and recognize excellent performance. However, the managing leadership in charge of an award and recognition program must strive to avoid any hint of favoritism and embrace an even-handed image.
StaffScapes, a PEO in Denver, Colorado, says maintaining equality throughout any organization is vital for healthy proactivity and growth – any program suspected of playing favorites can negatively affect employee morale.
To steer clear from a sticky situation, here are six tips that StaffScapes refers to when helping business leaders make sure that their rewards program walks and talks equality:
Tip #1: Create reciprocal expectations
Make mutual expectations and communicate them clearly to everyone on your team. Set an even platform for everyone to have a chance to build from to the best of their abilities. Be sure to embrace open communication, so you know what your employees expect from you in return, as well.
Tip #2: Accept any natural bias
We tend to be naturally biased towards those whose personalities align with ours. Though a manager might have a closer connection with some employees than others, it is his or her professional responsibility to set aside bias feelings and spend adequate time with all team members.
Tip #3: Avoid annual awards
Rather than hosting a recognition event once a year to award employees for their hard work, choose instead to reward a job well-done often. Strive for weekly or monthly acknowledgment. The various boosts of support will help keep your employees motivated and make them feel appreciated.
Tip #4: Separate favoritism when building a dream team
Of course, with any team a manager supervises, there will be members who are easier to get along with than others. As a leader, you must manage your team of A, B, and C personalities; retain the As, grow the Bs, and work with the Cs. Do not just work with favorites.
Tip #5: Be specific
The value of recognition increases with personalization. Employees will benefit significantly more when their awarding actions are specified, and their rewards are unique to their taste. For example, if a team member loves Starbucks coffee, reward him or her with a Starbucks gift card or coffee run.
Tip #6: Keep tabs on rewards
When attempting to squash favoritism, keep track of who is receiving what kind of reward or acknowledgment to see who has not received an award. That way, you can maintain even distribution of prizes. On the contrary, not everyone needs to gain recognition to instill peace if they do not deserve it.
About StaffScapes
StaffScapes helps businesses in the Metro-North area and throughout Colorado navigate the complex landscape of human resource compliance, policies, and best practices. We customize our approach to each client’s unique needs and work with firms that run the gamut of business types, from family-owned service businesses to manufacturers to disaster recovery firms that send employees all over the country.
