Leaders in any organization should be smart and sensitive to reward staff positive qualities. This behaviour spurs growth because people are motivated to work. Let us look at some things that invite recognition.
The first one is positive attitude. No matter how smart or gifted a person is, if the attitude is not right, they dent the team. Loyalty comes second. Those who are loyal to the system should be rewarded to send a strong message to those who randomly oppose the leadership. Three is personal growth. Employees with growing and glowing personal lives should not be curtailed but encouraged to do more and become more.
The fourth is creativity. Every organisation needs employees who can ask the right questions and conjure creative answers. Risk-taking follows. Steve Jobs, co-founder of the successful Apple computers, was asked how he managed to create such a flourishing company. His reply was; “we hire great people, we create an environment where people can make mistakes and grow.”
Decisiveness is another parameter. Many people slow down production due to paralysis of analysis, procrastination, complacency, laziness and lackadaisical tendencies. Therefore, employees who take action now should be feted.
Then comes performance. Encourage your people to work smarter, not harder. If your priorities are right, your results will be fruitful. Success is not determined by how many hours you spend, but by how you spend your hours. People are not paid for how hard they work, but for how much value they add. Unfortunately, most of us are not rewarded for achieving specific goals that contribute to output.
Consistency of purpose is the eighth one. It behooves managers to hunt for people who are dependable and accountable for the long haul. Then, reward those who display collaboration and teamwork. Recognise and reward those who work well together. This is a key in deft management practices because none of us is as smart as all of us. There is value in creative teamwork.
Since it is important to reward good work, here are ways to show appreciation and increase employee value and worth.
First, dish out money. Money does talk. It tells an individual how valuable they are to whoever pays the salary. Pay for leadership, and you get leaders. But pay peanuts, and you attract monkeys. Money isn’t the only way to show appreciation for a job well done, but it is one of the best ways.an alternative is to dole out gifts. Your thoughtfulness in taking time to select a gift that would be meaningful shows a productive person that you appreciate the effort.
Secondly, recognise effort. People need continual affirmation so that they know they are meeting a need and doing it quite well.
Assign responsibility with authority. When you are dealing with people who are focused like laser beams, people who love work, wield clarity of vision and sense of purpose, then it is imperative to assign them responsibility. Then, append awe and authority to the responsibility. There is nothing bad like occupying an office but without any sense of responsibility and authority.
Another way is providing growth opportunities. Reward your team members with the opportunity for further career education. Provide good books, send them to seminars, and invite speakers to enrich them.
You may also create special times together. If you are a leader, take time to socialise over some yummy meals. This will give you an opportunity to affirm someone’s productivity.
Then, let there be time out. If someone has worked extended hours on a special project, give them an afternoon, weekend or day off with hearty thanks on the way out.
Additionally, identify their favourite assignments. Reward good work by giving people tasks they enjoy doing. Find out what they like to do best. This can be a vitamin to someone’s morale.
Lastly, let there be freedom and latitude. Give producers the autonomy to do their job in a way they feel most comfortable. Don’t stifle them by trying to fit them into your own fortes.
By Victor Ochieng’
The writer is an editor, orator and author. vochieng.90@gmail.com
