Employees award plans and innovation

Employees awards can certainly help to increase the employee perspective. This would then help to improve vocational education that in turn would help increase profits. "Incentive, motivation, and workplace performance: Research and Best Practices", a survey conducted by researchers in the international community on performance performance said that, because of improving employee performance, comprehensive, well-organized and properly implemented payroll strategies can also help to reduce child welfare, increase employee interest in the job, and attract and maintain the quality of employees.

These employee award tests – including a service offer, employee of the year or the week or month, receiving entitlement, special event or birthday prize, employee referrals and spot recognition, should, as described above, be comprehensive, well organized and properly executed .

So plan well. Make sure that the objectives of the project are in line with the company's goals. Also, plan how to share this fact with the entire organization, as well as how these goals are related to individual and team or departmental goals. Work on a communication plan so that you can effectively deliver, among many other main messages, the program objective and consistent.

Emphasize your motivation plan so it can also be a successful way to build innovation in your business. An incentive program can make steady progress – as discussed by panelists in the 9th quarter of the Human Capital Association Symposium: Driving Innovation in Growth Times – which is one of the main reasons why innovation is sustained within an organization.

And then there are reasons why innovation is not persistent in the organization. This is what Scott Anthony described in his Harvard Business Review article "The Four Worst Innovation Assassins."

One of the murderers of innovation is what Anthony called The Cowboy, giving everyone so much room and freedom about innovation. These would be business leaders who are basically sending out the message that innovation has no limits. This sounds good at first, but this attitude of innovation often results in such a great waste of ideas that can not be marketed or not even practical or feasible. Another innovator is The Googlephile. This is when the company asks for all the work to allocate time to focus on innovation. Again, it sounds fine, but if there is no system for fostering ideas and choosing ideas, it would just be a long list of suggestions that most likely would not work, which would only lead to low moral and race in the workplace. Anthony also called Astronaut, which pushes employees too hard to think big and shoot for the moon. Employees come up with ideas, but they are often too risky that they can not be implemented. The fourth innovation murderer that Anthony described is The Pirate. This is when a company or head of department has no clear rules for funding for innovation, which often leads to a number of meetings without clear consequences, no clear commitment and no clear source of funds.

When planning and executing the employee prizes, especially those aimed at building an innovative community in the company, take note of these Anthony's innovators and recommendations to combat them: by focusing, discipline, hard work by testing and error, and assign a smaller group spend more time on innovation.


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