Motivating Your People

Non-monetary Incentive and Reward Schemes

Which ones do you use?
 

Money is usually a short-term motivator although everybody needs a certain minimum to feel comfortable to cover their overheads. Promotion is a very good system to recognize performance which does not have to be associated with a huge pay rise to make impact. Telling the internal candidate they are not quite good enough and then appointing somebody from outside at the level above can be a huge error – if the employee shows they are able for 2 years in that role then that should be enough to promote them or they will walk out on you.

If you have an interesting job you are lucky but if you also have a good line manager then you are very fortunate. Line managers that visit their staff regularly and are available are a rarity nowadays. Most of the time they are in meetings or travelling and look exhausted. Give the employee more responsibility at the right time point, get feedback, develop their talent, and don’t be afraid of them overtaking you by sitting on their progression – or you will lose them anyway. Take time out to give positive feedback as well as picking up on negative outcomes and now and again go out with the team at lunchtime. These type of line managers earn respect and give reward in that manner by recognition and development.

The annual or 6-monthly appraisal – if that is the only time you sit with your staff to get the exercise out of the way then you are failing your team. Getting your emails cleared by the end of the day at the expense of 10 of your employees waiting for guidance and your okay means you have also failed them. Don’t hide behind company mission statements, vision activities, and best employee gags as these are often interpreted as superficial by many underdogs and just a senior management pastime from the latest consultant company.

Simply sit with your staff, ask them about their progress and any issues that need to be resolved and you will reward them, give them recognition and you will motivate them – the biggest impact is at the first line management level and all the way up. One break in the chain and you destroy the leadership charm and potential from that point downwards.

Isn’t it a pity that so many preach but do not practice?

Ivor Cowlrick, Managing Director, Pharma Communications GmbH

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