Much has been written about the significance of rewarding staff for their efforts at work but it’s easy to get lost in a fog of numbers and competing theories! Google are celebrated as a world leader in this area, but a company of any size can replicate that success through a rewards system relevant to the size and nature of its own business.
People who feel appreciated are more confident about themselves and their ability to contribute. When you give people positive, specific and realistic feedback about their potential, their efforts and their accomplishments, their self-esteem goes up; making them potentially your best employees.
The first step to improving engagement is your desire to create that dedicated and focused workforce…and to reap the rewards for you, your company and your customers.
But how can you accurately recognise who to reward and avoid it being perceived as a popularity contest, or a rite of passage where everybody eventually gets a turn?
The easiest indicator to look at is some measure of performance - you’ve set your employees goals and they’ve met them. However, rewarding specific behaviours that make a difference is more challenging than simply rewarding performance. For example, are you rewarding employees for starting as early as possible and finishing late, or for coming up with new ideas on how to complete their work more efficiently and effectively? In other words, are you measuring outcomes or time spent? There's obviously a big difference between the two. You also want to take the opportunity to use recognition as a means to encourage poor performers to improve.
Add to the mix the fact that your workers are mobile, and the task can feel like driving in thick fog.
T-Mobile worked with Kingston Business School to produce a study titled ‘The Demise of the Desk Hugger’. Christine Edwards, Professor of Human Resource Management at Kingston University Business School said “In light of recent legislation extending flexible working rights to more employees, now is the time for all employers to consider how they can get the best out of their workers ... Employers need to ensure they offer the best mobile technology and support to make things as easy as possible for their mobile workforce”. That was back in 2008, how much truer is that advice today!
The second step is to identify the behaviours that are important to your business. Those activities might include enhancing customer experiences, identifying ways to refine a critical process or reducing waste.
The mobile workforce management software companies have responded with many innovative ways to measure elements of the working day and there is a plethora of choice when it comes to selecting the platform that is right for your business needs. However, to get total clarity and 100% visibility takes what we call intelligent mobile workforce management – intelligent systems and processes coupled with intelligent measurement and reward policies.
You need to know what is really happening at the frontlines of your business, all the time, and to respond in a way that is accepted by your employees as fair, which will encourage the right behaviours and deliver service excellence to your customers.
Get in touch and clear the fog – and hit your targets.