Rewarding Your Team – An Analysis

At lecture

Introduction

When a team member does something that brings success to her team, her manager rewards her with informal gifts such as a small party or an outing with the team. While the manager feels happy for being able to acknowledge her, the team member also feels satisfied for the recognition she received. In this article, we will discuss about the right techniques of rewarding people and how it aids in team management.

An Idea

However, it is important that the manager takes the effort to learn if her subordinate likes the reward she is being gifted. If the gift given to her is something she does not like or has already experienced, she will appreciate your recognition but will not enjoy it. In fact, it might have a negative impact on her later performance. Since this is not a formal recognition; the manager must see to it that the employee likes what she is given.

Significance of Recompensing Employees

There are, however, some managers who do not practice the habit of rewarding their team members. They feel that by doing this other team members might feel jealous or their own importance is reduced. Some managers think that they are too busy to recognize the efforts of their team members. When the efforts of a team are duly recognized by its manager it is successful in meeting its objectives. Since this creates a strong relationship with the manager; chances of employee turnover are bleak. Moreover, teammates are also loyal to their managers.

Managers all over the world should keep it in mind that there is a dearth of efficient workforce. Except in certain nations, the birth rate of most developed nations has decreased giving rise to aging population. As a result, companies are finding it tough to recruit efficient employees. A manager who realizes this problem takes measures to retain her team members. One of the most appropriate ways to retain employees is to appreciate the hard work given by them.

Understanding the Efforts Put in by Team Members

If the manager does not understand what the team members want to have as token of appreciation, she might end up upsetting the very people she is trying to satisfy. To avoid such a circumstance, she should sit with her team and ask them what they would want to have.

For instance, if the team is going to start working on a project, the manager should ask the following questions to her team members.

  • What kind of reward would each teammate want?
  • Whether they would celebrate with one big party at the end of the project or would they celebrate the small hurdles they pass on their way to the final goal.

When a manager takes the effort to learn about the preferences of her team members, it shows and team members are also happy.

Saying Thank You

Employees whose work gets appreciated by their superiors feel more attached to the company for which they work. If they are not appreciated they tend to leave that company. It is important that a manager realizes the importance of recognizing the efforts of her teams. This is because hiring a new team requires more fund than recognizing the work of existing team. Low employee turnover saves a lot of company fund. Thus, recognizing the good work of employees is pocket friendly for companies.

A manager can appreciate her team members only by saying ‘thank you’ to them. It is a pair of words that can never lose its importance or novelty. But, the manager should not convey her gratitude while on the move. She should make it a point to call them to her cabin or go to their section of the office and praise them. This leads to enhanced conveying of message.

Techniques for Rewarding Team Members

Though team members look for a salary hike for larger achievements, small accomplishments demand a more subtle approach. Most of the time, subtler gestures make employees happy. Mentioned below are some ideas to manifest appreciation.

  • Send thank you mail to the team member who performs above her usual limit and copy the message to the immediate superior
  • Provide work from home facility or ask the team member to come late to office.
  • Provide paid half day
  • Offer the team with coupons to a restaurant or park where they can spend a day. It won’t be considered a day off.
  • An efficient team member may be given off on a Monday. This too is not considered a day off.
  • Take the team out for dinner or picnic.

Things to Remember when Thanking Team Members

# Particular

It is essential that when a manager praises one of her team members she mentions the particular reason for doing so, instead of saying that the team member did a very good job. This breeds jealousy as others do not understand the actual reason behind the appreciation. If the manager mentions the specific reason, not only does the praised team member feel good, but others in the team also realize that the manager pays attention.

Article signup banner

# Continuity

When a manager starts appreciating her team members she should make sure to continue this practice. If she does not recognize their efforts for some days at a stretch, team members will think that something is wrong.

# Relevant Reward

The reward gifted to team members should be relevant to the effort that she had given. For example, she had stayed for long and made sure that a project got completed before its delivery time. She can be rewarded with a dinner coupon for a week.

# Preferences of team members

Managers should know about what each team member likes. She should ask them to fill up forms that state their likes and dislikes. She should keep the information and use them when rewarding her team members.

To End With

It can be concluded that rewarding a team leads to enhanced performance of that team. A manager should praise and reward her team. When she rewards a specific member she should do so by mentioning the specific reason. Otherwise, it may lead to emergence of envy among other team members.

Other tools you might find interesting