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1. The Importance and
Benefits of Employee
Rewards and Recognition
www.awardsandtrophies.in

2. Your employees need to know that their efforts are valued and their
contributions appreciated so that they can continue to work and
perform at peak levels. Recognition of employees is an essential form
of feedback that can make the difference between a satisfied,
coherent team and a collection of disappointed people.
The recognition should only take place if you feel like or have time.
Although spontaneous gestures of appreciation and gratitude are
good, a formal recognition program strengthens and rewards
employees for behaviors and achievements that align with corporate
goals.

4. A formal recognition program is also fair, because it ensures that all
employees receive the same awards for similar services. In other words,
formal programs correct the natural tendency to focus only on stars
Regardless of whether you’re developing a discovery program from
scratch or tweaking an existing one, the following tips can help make your
program more powerful:

5. Let’s say you want to recognize employees for going beyond that. First,
how do you define that? Let’s say you decide you have to work late into
the night or at the weekend. Do you reward this effort for all projects or
only for projects with high priority? How much extra time does a reward
bring? If it’s a collaborative effort, does the group receive a single prize
or give each member something?
Define Performance Goals and Qualification Criteria
It is also important to know why you recognize and support a particular
behavior. Is practicing overtime a practice that you want to strengthen?
They do not want to inadvertently reward work habits that may result from
inefficiency, or send the message that employees need to work extra
hours to get confirmation.

6. Make Rewards Meaningful-
Awards do not have to be monetary. Designer awards, such as an elegant
plaque on which an employee can point the desk – in front of employees and
customers – may be far more meaningful and motivating than, for example, a
gift card for a fancy restaurant.
Also, remember that although immediate rewards are important, longer-term
prices, such as career advancement, are often more important. Promotions
can be the best reward of all

7. Share the Praise and the Prizes-
The formal recognition should be all-encompassing. For example, if you
start a program for the accounting staff in your company, think about
designing a similar program for the administrative staff.
Each employee has the potential to contribute to better customer service
and revenue, and should therefore be eligible for formal recognition. Design
your program in such a way that everyone has the recognition, even if a
certain person is not a top-class member of the team.

8. Keep it Real-
When you recognize the behaviors and benefits you need to recognize.
Virtually all the tasks that people perform are celebrated. This reduces the
impact of the recognition program.
Employees can stop trying because mediocrity and excellence are also
rewarded. Rewards are only exemplary and not basic achievements. They
set a standard that all employees aspire to. Show them that rewards are
deserved and not forgiven.

9. Engaging Employees-
Asking your staff about the program will make it more effective. Ask them if
they find the rewards you choose useful.
You may want to involve your most experienced employees in decisions
about strategies and performance measures. You get useful information on
what it takes to deliver optimal performance. The more connected your
team is to the program; the more likely you are to get rewards.

10. Creating a program that encourages team members to use their
knowledge and skills to truly transform the lives of their customers not
only motivates employees, but the bottom line of your business reflects
increased productivity and customer service.
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“We are one of the leading manufacturers and suppliers of high-end
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