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Rewards Are Not "Home".

2008/8/19 15:30:00 41797

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The spacecraft production company in California decided to use Turkey as a Christmas gift for their employees on Christmas day to show their gratitude to them.

This looks beautiful.

However, some employees noticed that their turkeys were smaller than other colleagues.

Soon, those who got smaller turkeys thought they were punished for poor performance.

Of course, managers can not tolerate such misunderstandings.

Christmas turkey suppliers were asked to provide Turkey in the same size in second years.

Unfortunately, Turkey suppliers had to tell the boss of the spacecraft production company that God did not make all turkeys exactly alike, so it was impossible for them to provide Turkey with the same weight.

In the face of this situation, what the manager should do is to put a note on each Turkey, which reads, "the weight of the Turkey does not reflect the performance of your past year."

But complaining continues, and things are getting worse.

Some employees say they want to choose between Turkey and ham, others want a fruit basket, and so on.

Over time, managers find it necessary to hire a full-time Turkey manager.

Finally, the annual Turkey plan was shattered, and then the manager found that some of the employees had poured the turkey out of the box and loaded it into the company's goods and sneaked away.

This is the consequence of "fair" award.

Has it achieved the goal of fair reward?

Obviously not!

It does not increase the quality and morality of employees. On the contrary, it leads to a series of new management problems.

The same reward looks fair, but in fact it is not.

Therefore, how to encourage and reward outstanding staff who should be encouraged is an important topic.

First of all, we should focus on rewarding those who have outstanding performance to achieve "rewarding the prize"; two, we should understand what kind of reward the employees need, that is, "reward has income" and reward them to the idea; three, we should make breakthroughs in the award, make innovations, and Award "new ways".

3M encourages employees to spend 15% of their time on their own research, and employees can do their research according to their own interests. This not only makes 3M one of the most innovative companies in the world, but also a lot of products invented by employees in the 15% time, which brings a continuous profit to the company.

Oracle Corp lets employees who sell or have outstanding technical skills to spend their holidays in any selected country for a week. The company provides related expenses and encourages employees to send photos and interesting experiences in the holiday process to the company's internal network to share with you.

The Netbridg company of Silicon Valley has two weeks' wedding leave. On the day of the wedding, the company managers will attend the wedding ceremony in person, and provide the employee with a gift of $500.

Obviously, such incentives or incentives provide a harmonious and relaxed humanistic environment for employees.

Motivating employees is an art, and they also hate to protect someone without knowing that employees do not need charity.

Incentives should be just right.

Let the staff who really should be encouraged be encouraged. This is the "finishing touch".