Reference no: EM132220206
Discussion Forum: Which Do You Prefer: Cash or "an Attaboy"?
Rosabeth Moss Kanter, author of the book The Change Masters, concluded that companies often make the mistake of equating pay with rewards. Pay is not a reward for outstanding performance; it is compensation for doing the job in the first place. A reward should be a special gain for special achievements. Compensation is a right; recognition is a gift.
Recognition – saying “thank you” in public and perhaps giving a tangible gift along with the words – has multiple functions beyond simple courtesy. To the employee, recognition signifies that someone noticed and someone cares. To the rest of the organization, recognition creates role models – heroes –and communicates the standards: these are the kinds of things that constitute great performance. Kanter’s management consulting firm also found a remarkable correlation between recognition and innovation.
Some basic rules should be followed in handing out praise and recognition.
Deliver recognition and reward in an open and publicized way. If not made public, recognition loses much of its impact and defeats much of the purpose for which it is provided.
Timing is crucial. Recognize contribution throughout a project. Reward contribution close to the time an achievement is realized. Time delays weaken the impact of most rewards.
Tailor recognition and reward to the unique needs of the people involved. Have several recognition and reward options to let managers acknowledge accomplishment in ways appropriate to the particulars of a given situation.
Deliver recognition in a personal and honest manner. Avoid providing recognition that is too “slick” or overproduced.
Strive for clear, unambiguous, and well-communicated connection between accomplishments and rewards. Be sure people understand why they receive awards and the criteria used to determine rewards.
Recognize recognition. That is, recognize people who recognize others for doing what is best for the company.
Celebrating and publicizing employee achievements need not be expensive. Kanter’s research suggests some simple, low-cost ways to make employees “heroes,” such as having coffee with an employee or group of employees that you do not normally see, or letting employees attend important meetings in your place when you’re not available.
Forum Question: Do you think that these measures for recognizing employees are important? What other things could a manager do to recognize employees? Do employees appreciate these steps, or would they rather just receive a cash bonus instead? Be certain to offer substantive comment on at least 3 other posts.
Your initial post should be three (3) paragraphs and well-constructed. Each responsive post should be two (2) paragraphs and be well written and substantive in nature. Add to the body of knowledge and expound on the topic of discussion. Due to the collaborative nature of the classroom, no late discussions will be accepted.