Know Employees’ Preferences
One challenge many companies face with non-cash incentives is ensuring that these rewards truly resonate with what employees value. It’s like giving a cat a bath — well-intentioned, but not always appreciated. Personalization of rewards, whether through incentive travel, merchandise or points programs, dramatically increases their effectiveness. By aligning rewards with individual preferences and achievements, companies can foster a deeper sense of appreciation and loyalty.
– Shailen Vandeyar, founder, Funnel Teacher
Praise Over Perks
We’ve found that high performers don’t care about a bunch of perks. They care about doing good work, being recognized for that work, and having the freedom to perform that work where and when they want. High performers want to hear that they are good at what they do; they also want to be shown that their work is appreciated. Companies should create clear expectations around promotions, professional opportunities and exposure. That can be more valuable than well-meaning perks.
– Jena Dunay, founder, Recruit the Employer
Recognize Often
There needs to be a frequency of recognition. It can’t be once a quarter. It needs to be weekly where managers behave like leaders and recognize the good accomplishments of teams. Also, communicating “up” in an organization is important. It shows that you as a leader are willing to advocate for your team and take the time to formally send a communication. I managed an insights team, and once a month I would send the CFO an email and cc the team. It was a big shout-out to the team and I made it public by sharing it with an executive.
– Brian Soudant, founder, Soudant Consulting Group
Involve Employees in Design
Designing a recognition program is best done by involving employees and asking them directly how they want to be recognized. This can be through surveys, interviews or informal conversations. Whatever program a company implements, it is critical that it aligns with and reinforces the company values. Part of the recognition should be a clear explanation of why the individual deserves recognition and how they exemplify some or all of the company’s values.
– Nikolaus Kimla, CEO, Pipeliner Sales Corp.
Involve Customers in Recognition
I’ve found that appreciation from clients and recognition from supervisors have been far more impactful than monetary bonuses with respect to salesperson satisfaction and future motivation. When the client helps recognize the salesperson, it massively multiplies the appreciation the recipient feels. Part of this is because most successful salespeople are confident they can generate income, but the true challenge is in finding solutions and having others see their successes as being meaningful. Long after the paycheck has been spent, recognition will endure as a reminder of work well accomplished.
– Anthony Miyazaki, professor of marketing, Florida International University
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