A 'carrot and stick' approach if implemented correctly brings rewards and creates an efficient staff, writes TANIA NGIMA
Productivity can be directly linked to how motivated or engaged a workforce is. However, aside from the most obvious motivators such as financial and measurable rewards; salary and pay raises, bonuses, entertainment and other such allowances, it is important to find other ways of motivating teams that do not directly affect the bottom line of a company. Another limitation of financial rewards is that most of them go through approval, usually once a year in most organisations.
The effect of a pay rise is claimed to last up to three months, after which employees get used to the increased pay and align their spending habits accordingly, looking forward to the next one. Therefore, anyone working with and leading teams should find ways of boosting workforce morale that can be applied often and easily. Here are a few suggestions:
Rewards and punishment
Most team leaders would sooner give rewards for jobs well done than mete out penalties for missteps.
A true motivation system would be unfair if it were only to reward good behaviour without having consequences for the reverse. However, even punishment for bad behaviour must be fair and just, and agree to the laws of ‘the punishment fitting the crime’. Any grievances to be addressed should be dealt with as soon as possible to provide opportunities for continuous learning.
A ‘carrot and stick’ approach, if implemented correctly reaps rewards for inefficient employees by allowing them to avoid negative consequences due to fear of repercussions and encouraging good practices for the promise of reward.
Key motivators
Just as different people have different personalities, employees will have different key motivators. Some employees will be driven by public praise and recognition, while for others getting a day off to spend with their families is more satisfying.
This may take time to figure out as it requires having open and honest conversations but it is the role of every team leader and will pay off dividends in the long run.
Non-financial rewards
Certain rewards pay off immensely for organisations by making the employee more efficient and increasing the learning potential. These kinds of measures are easier to justify as it shows the benefit to both parties and therefore gets more buy in all round.
Job enrichment, job rotation and job enlargement all fall into this category.
Other non-financial rewards give employees time off, say half a day, for a job well done, shift or work time flexibility, public recognition in company-wide sittings, give mentions in organisation newsletters, commemorative tokens such as recognition plaques, job security or tenure and promotion opportunities.
