No, really: It’s not like a paycheck, a commission, or some form of reward can’t be earned. It’s just that employees don’t have enough of those things, especially when it comes to training and development.
It is true that companies and organizations have rewards, however, most companies don’t have a reward system that is as effective as the one that the employee receives. Its a myth that companies and organizations give employees a bonus or something that they can use to buy a latte, but the reality is that you can’t just hand them a cash check. You have to know what to do with it and you have to know how to use it to your advantage.
In today’s world, there are many types of rewards that a company can give to a key employee. For example, a company may give an employee a company car or a company laptop. The most important thing to note though is that the company is still a business and you still need to make money.
Employees are now expected to use their company laptops and company cars to work. So why not reward them for doing the right thing, right? I mean you don’t need to give a cash bonus, you just need to give them something tangible.
This is all a big misconception, employee reward systems are a complex mess of incentives, penalties, and rewards. And while incentives can be tricky, what is the least terrible way to reward a key employee? If he uses his company car to do the right thing, then that is the least painful way to reward. To reward, the system has to be realistic and work.
This is where the real problem lies. I have heard of many a company that rewards their employees for going to the gym, eating a healthy meal, or taking their breaks. I have heard of many a company that rewards its employees for attending meetings and speaking at events. I have also heard a number of companies that reward employees for creating innovative products or meeting with customers. And so on and so forth.
All of these are legitimate methods of motivating employees, but the problem is they come across as anachronistic and uninspiring. The real problem is that in today’s market, employees are expected to use these methods in a completely different context than they were used in yesterday. If I were a manager of an enterprise where all employees worked for me, I would give each employee a different incentive for attending an employee-only meeting.
As it turns out, employee-only meetings are the exact opposite of employee-only meetings. In an enterprise that is split into a number of departments, each one is staffed by an individual employee who is on call 24/7. I have no doubt that if one of my employees decided to go to an employee-only meeting and talk about their day, then the meeting would be a complete waste of time.