Why Most Reward Systems Fail and What to Do About It
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Why Most Reward Systems Fail and What to Do About It
Employees’ self-worth is based on both internal criteria (e.g., personal identity and self-confidence) and external criteria (e.g., college degrees, job titles and financial net worth).
Why Most Reward Systems Fail and What to Do About It
Employees’ work life can satisfy external criteria for self-worth and can be an important forum for self-expression.
Why Most Reward Systems Fail and What to Do About It
Workers have varying self-worth and needs for extrinsic and intrinsic rewards.
Why Most Reward Systems Fail and What to Do About It
Spot or annual bonuses
Why Most Reward Systems Fail and What to Do About It
should capture the value of their short-term results and long-term contributions.
Why Most Reward Systems Fail and What to Do About It
Employees like feeling appreciated. A smile and a “thank you” goes a long way.
Why Most Reward Systems Fail and What to Do About It
greatest incentive for employee performance is affording one another the simple pleasures in life: warmth, care, thoughtfulness, appreciation and kindness.
Why Most Reward Systems Fail and What to Do About It
Most workers are reasonable about what they expect to receive from their organization as long as they’re treated with respect and are given the opportunity to influence key decisions that may affect them.
Why Most Reward Systems Fail and What to Do About It
consistent and transparent reward system