Reward

Reward: Recognizing individual, team, and organizational achievement through cash, non-cash, and other management approaches

Your reward and recognition system is most important to your “A & B” players, the 20% of the employees who do 80% of the work.  Your “C” players are happy to still have a job.

Only four in ten employees believe people are fairly rewarded and recognized for their role in the company’s success and excellent performance is rewarded at their organization.  And employees agree that “pay is a satisfier, not a driver of workforce engagement”, and their associated behaviors and actions.*

Through proprietary processes and partnerships with national and international best-of-class organizations, Employee Hold’em provides consulting solutions that can help take the guess work out of rewarding and recognizing the right people in your company.

Through our in-depth Talent Recognition Assessment, we’ll provide an evaluation of your current reward and recognition process, recommend modifications designed to enhance your current methods, and create new reward and recognition metrics intended to show the Return on Investment of the modifications.

Whether informal rewards, awards for specific activities or achievements, formal recognition programs, or incentives to advance the corporate mission, vision, and values, we have the tools and expertise to enhance your current process or design one from scratch.

*2006 Employee Hold’em™ Workforce Engagement National Benchmark Study

“All this is not to say that pay is unimportant to people. If individuals are not treated fairly, pay becomes a symbol of the unfairness and a source of discontent. If the job, or the organization, or both, are basically unpleasant, boring, or unchallenging, then pay may be the only source of satisfaction or motivation in the work environment. But, creating a fun, challenging, and empowered work environment in which individuals are able to use their abilities to do meaningful jobs for which they are shown appreciation is likely to be a more certain way to enhance motivation and performance – even though creating such an environment may be more difficult and take more time than merely turning the reward lever.” (William Edward Deming)