• CP implemented an award program which showed that many smaller rewards more often were more effective than fewer large rewards.
  • Managers have to figure out what behaviours they want to reward and establish a benchmark of employee attitudes before starting a recognition program. Then, and only then, can they judge whether the programs are effective.
  • It’s also important to remember that different types of employees value different things, says Michael Mullarkey, CEO of Workstream Inc., a provider of human resources software and services in Ottawa.
  • Terms like “best service”, “high standards” are used all over the industry to describe day-to-day activities. Differentiate yourself from the rest of the industry by pointing out innovative practices and backing them up with detailed examples.
  • Rewards can motivate and encourage employees to contribute to their own success and that of your business. Now, we’re not talking big-ticket items like a car or trip to some exotic locale. On the contrary, employees are often delighted with a range of rewards that can be provided at little cost.
  • The final step in using incentives is to publicly acknowledge those who have attained the goal. People want and need to be recognized. Turning the award into a celebratory event entrenches the value of their work for themselves and others.