If you can’t financially reward your team, here is how to show them you care

 Jack J. Kelly  March 27, 2018  Career Advice  

By this time of year, you most likely had your yearly review and received (maybe) a bonus for 2017. While this should be a relatively happy time, many people are left disappointed over the lackluster raise and meager bonus amount.

If you are a manager, you are in a challenging position. You recognize that your staff worked really hard all year, wanted to reward them, but were handcuffed by management, as to what you could compensate them.

As an employee, you may like your job and the people you work with, but disappointed about the lack of an increase in compensation. You want to stay at the company and would love if they could do just a little something that shows that they care about you.

I have a solution for both parties. If you are a manager, here are some things you could offer your team to demonstrate that you care about them, want to make them happy, and feel appreciated.

As a member of the team, you could bring these ideas to the attention of management as way for them to compensate for the inability to raise your salary or offer a big bonus.

 First, acknowledge the situation

Before anything else, be honest with people as to why they may not have received a raise, promotion, or bonus. If it was due to financial difficulties at the company, be forthright, open, and transparent. If the employee did not perform up to expectations, politely and diplomatically walk them through what happened, what they lacked, why they may have fallen short, and help work with them to achieve their goals, and exceed expectations in the future.

Offer empathy and understanding. Recognize that even though you are trying to help, their first instinct will be to be upset and they probably won’t listen to you. The only thing that they want to hear is that they are great, and will get a big raise, promotion, and bonus. Don’t be put off if this happens, as it is a natural reaction.

You will need to reignite this conversation at a later time when emotions cool down.

Offer an extra vacation or personal day or two (or three or four)

Corporations usually have strict vacation and personal days off and vacation policies. If a company is in a certain circumstance where money is tight, maybe they could rip-up the personal-days-off playbook and give an extra couple of days off. It could be when there is a month without a lot of holidays, and people desperately need a mental health day, or offer an extra day before or after a holiday weekend to give your employees a longer break. Since people tend to take the Fridays or Mondays of three day weekends off anyway, why not be a sport and give it to them and they could save the days for later on when they really need it.

Concert and sporting events ticks

This sounds kind of cheesy, but why not offer your team gift cards to a favorite restaurant or tickets to a sports event or concert. It could be personalized to what people are interested in. They would appreciate the thought that you know them well enough to pick tickets for their favorite band or sports team.

If you can’t offer money, award them a fancy new job title

Who doesn’t want a new cool title? You could brag to your friends and family about being a VP or Director. You’ll have a nice new business card to show off. Also, you will appreciate that the company wants you to be happy and stick around.

Teach your team new skills

We live in a time when things are changing rapidly. If you don’t possess the technological skills and are not afforded the chance to learn new concepts and developments in your space, it is easy to fall behind.

Companies could offer training to keep people current. It could be teaching people to code, achieve a certain accreditation or certification.

While you didn’t get the raise, the new skills will pay off financially in the long run.

Bring the group out for dinner or drinks

Offer to take the team out of the office for some fun. It is a good time to foster some team spirit and bonding. Also, it shows that you care about them and desire to spend time with your staff in an effort to get to know them on a personal level.

Show your gratitude

I know that in today’s litigious society nobody likes putting things into writing, as it may be used against you later on in a court of law. Cast aside your concerns and write a simple “thank you” note to people when they do a good job. It doesn’t have to be a novel- just some words of appreciation and thanks.

Ask what will make them happy 

Instead of always telling people what to do, stop and ask them what they think and if they have any suggestions. This could be specific to the person’s job and responsibilities or how to improve things on a corporate-wide level.

Offer a little mentoring

Everyone could benefit from a little hand-holding, guidance, and advice. Put some time aside to work with the members of your team. Offer coaching, guidance, and advice as to how to succeed in their job and advance within the company. Get to know them as individuals. Find out what they want out of their jobs and help them grow and flourish.