Manager Shares How He Chose To Reward His Employees Instead Of A Christmas Bonus And People Applaud Him
One study from the Journal of Human Performance showed that working adults who had a challenging mental task to do performed better in pursuit of a non-materialistic incentive than of a cash incentive of equal cash value. The results are pretty surprising, because participants stated they would prefer to receive the cash award.
And as the end of the year is approaching, and the businesses measure and reflect on their yearly performances, it’s only fair to think of rewarding your team for all the work and effort they put in. After all, a lack of recognition will likely put an end to a person’s motivation and productivity.
So this story from a “senior manager at a small firm” sets a wonderful example of how to thank the team for great performance in order to make people genuinely happy. And while the author’s boss was thinking of “a team activity or Xmas bonus,” the manager had an entirely different idea in mind.
Read his whole post shared on the corner of Reddit that basically sums up that, before anything else, we all want to have more space in our personal life. And how it changes everything if we’re given a chance to have it.
One senior manager at a small firm has recently shared how he decided to reward his team of employees who made their revenue skyrocket during the pandemic
Image credits: Austin Distel (not the actual photo)
Hans Schumann, an international Executive Career & Life Coach with a background in law and financial services going back 20 years, told Bored Panda that when it comes to rewards, it’s important to understand that we are not all motivated by the same things.
According to him, the best way to motivate staff is to find out what rewards they value on a person-by-person basis and then offer bespoke approaches. Examples of non-financial rewards could be: praise/recognition; additional responsibilities (for some it’s a reward, for others an additional worry!); promotion; time off work; flexible work arrangements; office party; access to learning/coaching.
“What all of the above approaches have in common is that they are extrinsic measures of motivation that need to be repeated continuously to maintain staff engagement,” Hans said and added that “They will never be as powerful as intrinsic motivation, which we experience when we can see that our job is meaningful and can be part of our own chosen purpose in life.”
So the manager put up the unusual reward proposal for his boss which balanced work and employees’ personal lives
We also spoke with Christine Mitterbauer, a licensed and ICF-approved career coach and serial entrepreneur, who said that “both from my work as a career coach, and hearing firsthand what’s important to employees in all the companies I’ve worked at, I can confirm that rewarding great performance and initiative is hugely important.”
According to her, the rewards can come in many forms, and the financial element often isn’t the most important. “The majority of people want to feel like their work is valued and makes a difference. The biggest demotivating factor for most employees is feeling like their work is pointless or not appreciated, and to many this is more important than the money factor,” she explained.
After the proposal got accepted by the boss, it transformed the team for the better
Christine explained that the non-cash incentives include investing in training and development of the employees. “This could be a specialized course, relevant for their particular role or the likely next role they are aiming for. It could also be a budget allowance for career coaching or other types of more holistic and big picture personal development.”
“Other incentives include allowing flexible working, whether this means deciding the hours you work, or working mostly from home. Stock options are also popular in some, especially smaller and fast-growing firms.” The career coach added that “last, but definitely not least, employees genuinely value positive feedback and appreciation for their hard work from their managers, and this doesn’t even cost the company a dime.”
Sadly, not everyone could share similarly positive experiences about getting rewarded at work
When asked if an employee can lose motivation if not recognized for their work by the management, Christine said that this “absolutely happens a lot when the employee isn’t getting any feedback or words of appreciation from their manager for their work.”
The career coach argues that “it doesn’t always have to take a lot or involve big or even any financial investment, the most important things are genuine words of appreciation, as well as positive and constructive feedback which the employee can use to improve their work with in future.”
This new maintenance manager set an example of what it’s like to be a good manager and it may inspire others
It comes down this. Does your company treat employees as an asset or a disposable problem?
One of the places where my husband and I worked was run by a nice couple that were sweet and very understanding of family. They originally developed the business to create revenue while they worked on computer programs for specialty applications. They eventually sold it for a few million bucks and decided to sell the side business too. The man who bought it moved us 45 minutes away to another city in a building that he leased and basically dropped every penny he had in it. The result was high stress, no pay raises, no promotions and us being treated like animals on display in a zoo every five minutes. It's no wonder that over half the staff quit in the first year putting him in even a further financial bind. Needless to say, the company did not last.
I will never understand how anyone can think "oh this company makes a lot of money. Lets buy it and change everything. That will work!"
Load More Replies...This is great for the company in many ways. The employees would be more mentally and emotionally relaxed boosting their performance in the long run. This would probably increase the amount of hired people in the company
Yes! Whatever happened to the Promise of the Industrial Revolution, where automation would free people from having to work so much? Instead, we're working more to make more money and gadgets to make our lives easier and more comfortable so we can better enjoy the fewer and fewer hours of free time we have. So messed up!
The company I work for pays the least it can get away with and trusts no one it employs. The management then wonders why no one wants to work extra shifts, why the staff turnover is ludicrously high and why there is no esprit de Corps. Ffs…
Home office most of the time (Game Development) We had a fixed 4 hour window where the team was able to call each other on 4 weekdays, this way people were able to start up to 4 hours later or earlier and adjust their worktime according to their personal needs a little (sleep schedules, family etc). From 10am to 2pm we had to be available. But you could start as early as 6am and just be done with your work at 2pm. Or start at 10am and be done at 6pm. Except one mandatody 15 minute break by law we could usually take our lunch break before or after we started and didn't lose this fixed "30 minutes" or instead eat after work with family. :) Normally we had fridays as off days, if you got your work done on Thursday, else you could just use the Friday, but nobody would call you or ask you for something. Worked amazingly well.
This actually moved me close to tears. Why is something so simple not adopted by all companies?
We had a big busy retail store. Great teamwork, 0 drama, all managers (we had a lot, very busy, very big store) were super nice supportive and understanding. Our store manager was the biggest sweetheart of them all. Dont get me wrong, they all were very business like, get s**t done, etc but no one begrudged them for that because they were never assholes to us. Then our store manager got transferred, everyone else stayed the same. The new woman was not super rude or anything but always very negative. No matter what you did or how well you did it she would find some complaint. Never complimented anyone. Always pointed out only what you could improve, everyone felt never good enough. Mood and productivity tanked. We had like 150 employees, in the busiest store in the province, almost all female, huge global corporation, always understaffed just cause we needed SO many people, and yet it was basically perfect amazing from a social point of view because our work was appreciated.
You don't have to work somewhere for five years to get 4 weeks of vacation if you work in America . Plenty of jobs start out with paid vacation every year
Not enough apparently. In most of Europe it is a Standard in EVERY job available. In Germany for example it is literally written in the LAW that every employee has to have at least 4 weeks of vacation every year!
Load More Replies...My most recent position as a supervisor was that of 20 Technicians for 3 years. As much as I would have loved being able to offer something such as this to them I am still proud in that I would do everything I could to stand for them both in good and, especially, in bad. In my relative few years as a supervisor I've always carried the position that, if you are doing according to my direction, I will stand for you if the situation is bad and give it to you if the situation is good. If you are not doing according to my direction I'll stand with you in the bad but still give it to you if the situation is good. Any supervisor who sells those they are leading out in the bad and takes absolute credit for the good is a liar. The pure purpose of a Leader is to train and guide those they are leading so that those they are leading can be successful in their current endeavor, be inspired to something greater and be prepared for something greater. Anything less is failure.
Meanwhile for the whole months of November and December I have to work NON-STOP, literally no days off, sometimes even at night. Two consecutive months, every day. And for the rest of the year it's monday to Saturday... Ah the wonderful world of retail...
Read a book by Ricardo Semler, Maverik. It is available in a PDF download. Will change the way you think about business.
Please edit your article. She isn't a licensed career coach, that isn't a thing. If the license isn't regulated by the department of health, or another state run regulatory body, it isn't a license. It's just someone paying to get a piece of paper that means nothing.
It comes down this. Does your company treat employees as an asset or a disposable problem?
One of the places where my husband and I worked was run by a nice couple that were sweet and very understanding of family. They originally developed the business to create revenue while they worked on computer programs for specialty applications. They eventually sold it for a few million bucks and decided to sell the side business too. The man who bought it moved us 45 minutes away to another city in a building that he leased and basically dropped every penny he had in it. The result was high stress, no pay raises, no promotions and us being treated like animals on display in a zoo every five minutes. It's no wonder that over half the staff quit in the first year putting him in even a further financial bind. Needless to say, the company did not last.
I will never understand how anyone can think "oh this company makes a lot of money. Lets buy it and change everything. That will work!"
Load More Replies...This is great for the company in many ways. The employees would be more mentally and emotionally relaxed boosting their performance in the long run. This would probably increase the amount of hired people in the company
Yes! Whatever happened to the Promise of the Industrial Revolution, where automation would free people from having to work so much? Instead, we're working more to make more money and gadgets to make our lives easier and more comfortable so we can better enjoy the fewer and fewer hours of free time we have. So messed up!
The company I work for pays the least it can get away with and trusts no one it employs. The management then wonders why no one wants to work extra shifts, why the staff turnover is ludicrously high and why there is no esprit de Corps. Ffs…
Home office most of the time (Game Development) We had a fixed 4 hour window where the team was able to call each other on 4 weekdays, this way people were able to start up to 4 hours later or earlier and adjust their worktime according to their personal needs a little (sleep schedules, family etc). From 10am to 2pm we had to be available. But you could start as early as 6am and just be done with your work at 2pm. Or start at 10am and be done at 6pm. Except one mandatody 15 minute break by law we could usually take our lunch break before or after we started and didn't lose this fixed "30 minutes" or instead eat after work with family. :) Normally we had fridays as off days, if you got your work done on Thursday, else you could just use the Friday, but nobody would call you or ask you for something. Worked amazingly well.
This actually moved me close to tears. Why is something so simple not adopted by all companies?
We had a big busy retail store. Great teamwork, 0 drama, all managers (we had a lot, very busy, very big store) were super nice supportive and understanding. Our store manager was the biggest sweetheart of them all. Dont get me wrong, they all were very business like, get s**t done, etc but no one begrudged them for that because they were never assholes to us. Then our store manager got transferred, everyone else stayed the same. The new woman was not super rude or anything but always very negative. No matter what you did or how well you did it she would find some complaint. Never complimented anyone. Always pointed out only what you could improve, everyone felt never good enough. Mood and productivity tanked. We had like 150 employees, in the busiest store in the province, almost all female, huge global corporation, always understaffed just cause we needed SO many people, and yet it was basically perfect amazing from a social point of view because our work was appreciated.
You don't have to work somewhere for five years to get 4 weeks of vacation if you work in America . Plenty of jobs start out with paid vacation every year
Not enough apparently. In most of Europe it is a Standard in EVERY job available. In Germany for example it is literally written in the LAW that every employee has to have at least 4 weeks of vacation every year!
Load More Replies...My most recent position as a supervisor was that of 20 Technicians for 3 years. As much as I would have loved being able to offer something such as this to them I am still proud in that I would do everything I could to stand for them both in good and, especially, in bad. In my relative few years as a supervisor I've always carried the position that, if you are doing according to my direction, I will stand for you if the situation is bad and give it to you if the situation is good. If you are not doing according to my direction I'll stand with you in the bad but still give it to you if the situation is good. Any supervisor who sells those they are leading out in the bad and takes absolute credit for the good is a liar. The pure purpose of a Leader is to train and guide those they are leading so that those they are leading can be successful in their current endeavor, be inspired to something greater and be prepared for something greater. Anything less is failure.
Meanwhile for the whole months of November and December I have to work NON-STOP, literally no days off, sometimes even at night. Two consecutive months, every day. And for the rest of the year it's monday to Saturday... Ah the wonderful world of retail...
Read a book by Ricardo Semler, Maverik. It is available in a PDF download. Will change the way you think about business.
Please edit your article. She isn't a licensed career coach, that isn't a thing. If the license isn't regulated by the department of health, or another state run regulatory body, it isn't a license. It's just someone paying to get a piece of paper that means nothing.
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