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You need to reward your team members. What is the best way to do it?

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Rewards are powerful tools to motivate your team members, boost their performance, and increase their satisfaction. But not all rewards are created equal. Some may be more effective, meaningful, and appreciated than others. How can you choose the best way to reward your team members? Here are some tips to help you.

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1 Know your team

The first step is to understand what motivates your team members individually and collectively. Different people may value different types of rewards, such as money, recognition, feedback, autonomy, learning, or growth. You can use surveys, interviews, or observation to find out what your team members prefer and what they expect from you as a leader. You can also ask them directly or involve them in the design of the reward system.

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Cindi Cohn

Queen of JOY and overuse of !!!!!!!!! Author, More ??Joy series|High-energy?? Motivational Speaker| Community Builder|Retreat Ringleader
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Rewarding team members is the best part of the job, and does not need to be monumental in nature. It is equally important to celebrate the small wins, as it is the larger ones. Individuals value different things in terms of rewards, so it is important to know what each member finds significant and valuable. Aligning your rewards to the goals is crucial, as it makes everyone win! Showing others gratitude will give you more joy, as well. Cheers to rewards teams often and with immense gratitude!

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Jovana Savi?

Anti-Status Quo | Product and Culture Nerd | Change Agent
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Money: people work to afford a living, and I don’t know why this fact isn't completely normalized. If you can’t give them a pay increase or a bonus, then remember their accomplishments so they don’t have to remind you and list their own accomplishments during annual reviews. Help them exceed expectations publicly as well. Their progress is your mirror, dear leader.

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Mary Lakas

Global HR Operations Generalist at LifeScan
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Knowing what helps motivate your team members individually is important. This will help with profitability, retention, morale, performance, innovation, & job satisfaction.

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Paul DonLevy

Quality Assurance Technician
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You want to know the absolute BEST way to let your employees know you care? That you want them to succeed and do their very best? The answer: Pizza party!

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2 Align rewards with goals

The second step is to align the rewards with the goals of your team and the organization. Rewards should be linked to the results and behaviors that you want to encourage and reinforce. For example, if you want to promote collaboration, you can reward teamwork, sharing, and helping. If you want to foster innovation, you can reward creativity, risk-taking, and learning. You should also make sure that the rewards are fair, transparent, and consistent.

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Jay Cadmus

Communications professional, least-selling author, U.S. Patent holder, world's okayest bass player, vegan free, non-NGO, carton neutral, pro transplant.
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There's a story about a Hollywood studio inviting award-winning novelist and screenwriter Mario Puzo in for a meeting to discuss hiring him to write a movie script. As they sat in the conference room for the initial meeting, one of the studio suits said to him that before they got down to the details of the contract and such, they would just like to "get your ideas." Puzo reportedly sat back and said two words: Pay me. They were getting NOTHING from him until there was a signed deal. The foundation of any reward scheme has to be financial. Nobody comes to work for the mental stimulation and social interaction. That's why it's called "work." And rule #1 for work is: Pay me.

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Michael Thomas Schlosser

Als Experte für Führungskr?fteentwicklung unterstütze ich Unternehmen, ihre Führungsqualit?t nachhaltig zu verbessern. Wir machen Führungsqualit?t messbar und steigern diese deutlich und nachhaltig durch unsere Methodik
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Wichtig ist mit Empathie zu führen und die Leistungen des Teams anzuerkennen und jedes Team Mitglied involvieren damit aus den verschiedenen St?rken der Team Mitglieder ein leistungsstark Team sich entwickelt

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Mary Lakas

Global HR Operations Generalist at LifeScan
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Be clear about goals. You want to boost morale, improve engagement, increase productivity, use company values, and measure change by utilizing a survey. Make sure to have the program accessible, easy to understand, inclusive, and works across all departments.

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3 Choose rewards wisely

The third step is to choose the rewards that are appropriate, relevant, and timely. You can use a mix of intrinsic and extrinsic rewards, depending on the situation and the person. Intrinsic rewards are those that come from within, such as satisfaction, enjoyment, or pride. Extrinsic rewards are those that come from outside, such as money, praise, or perks. You should balance the use of both types of rewards, as too much extrinsic rewards may undermine intrinsic motivation. You should also deliver the rewards as soon as possible after the achievement or behavior, and make them specific and personal.

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Michael Thomas Schlosser

Als Experte für Führungskr?fteentwicklung unterstütze ich Unternehmen, ihre Führungsqualit?t nachhaltig zu verbessern. Wir machen Führungsqualit?t messbar und steigern diese deutlich und nachhaltig durch unsere Methodik
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Die besten Erfahrungen habe ich mit intrinsischen Belohnungen gemacht . Hier ist es wichtig die Indivudellen Leistungen so zu Belohnen das es von allen Mitgliedern anerkannt wird. Ein gutes Vorgehen war das dies auch vom gesamten Team entschieden wurde

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Mary Lakas

Global HR Operations Generalist at LifeScan
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You can give monetary, written, verbal, custom awards, or put in a point/reward system. A mix of these is wise as different things motivate employees.

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4 Communicate rewards clearly

The fourth step is to communicate the rewards clearly and effectively. You should explain the purpose, criteria, and process of the reward system to your team members, and solicit their feedback and input. You should also communicate the rewards in a positive and respectful way, and avoid comparing or competing with other teams or individuals. You should acknowledge the efforts and contributions of your team members, and express your appreciation and gratitude.

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Mary Lakas

Global HR Operations Generalist at LifeScan
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To create an environment around employee recognition, make sure to be consistent by giving recognition regularly, reinforce positive behaviors & feedback, give acknowledgement, and make them individual or team contributions. Also make sure it is not delayed and you are giving recognition weeks later after something happened. You want to make sure you are being genuine by being personal, customizing messages, and avoiding generic sentiments. Where possible get executive buy-in as that helps create senior leadership support around this program, gives more visibility, and has an impact.

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5 Evaluate and adjust rewards

The fifth step is to evaluate and adjust the rewards periodically. You should monitor the impact and outcomes of the rewards on your team members' motivation, performance, and satisfaction. You should also ask for their feedback and suggestions on how to improve the reward system. You should be flexible and open to change, and adapt the rewards to the changing needs and preferences of your team members.

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Mary Lakas

Global HR Operations Generalist at LifeScan
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Surveys are a great way to get feedback on employee recognition. Make sure to tailor your questions so you get the answers you are looking for. This can help give you insight into what is working and not working.

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6 Reward your team members

Rewards are not only a way to motivate your team members, but also a way to build trust, respect, and loyalty. By rewarding your team members in the best way, you can show them that you care about them, value them, and support them. You can also create a positive and productive work environment, where your team members can thrive and achieve their goals.

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Marion Hahn

Leichter lernen mit Lerncoaching +++ Ich unterstütze dich dabei, mit erprobten Methoden einen individuellen Lernplan zu erstellen. Prüfungs?ngste zu reduzieren, Konzentration und Motivation zu steigern. #lernenrockt
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Ich habe mich als Mitarbeiterin immer "belohnt" gefühlt, wenn ich spannende Projekte zugewiesen bekam mit gut durchdachten und funktionierenden Rahmenbedingungen. Dazu geh?rte, dass der/die Vorgesetzte regelm??ig Kontakt und Kommunikation aufrecht hielt. Dadurch sind mir tats?chlich einige Male "Flügel" gewachsen, die sich im Ergebnis (Geld/Zeit gespart, Probleme eigenst?ndig gel?st, Kollegen motiviert etc.) zeigten und Lust auf die n?chste Aufgabe machten.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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You need to reward your team members. What is the best way to do it?

1

2

3

4

5

6

7

1 Know your team

2 Align rewards with goals

3 Choose rewards wisely

4 Communicate rewards clearly

5 Evaluate and adjust rewards

6 Reward your team members

7 Here’s what else to consider

Team Motivation

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You need to reward your team members. What is the best way to do it?

1

2

3

4

5

6

7

1 Know your team

2 Align rewards with goals

3 Choose rewards wisely

4 Communicate rewards clearly

5 Evaluate and adjust rewards

6 Reward your team members

7 Here’s what else to consider

Team Motivation

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