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Reward (Recognition) and Incentive Programs

Top Performers Look for a Little Love Outside of Pay

May 1, 2011
Rewarding employees goes beyond pay and benefits, especially in a tight economy where pay raises are still averaging 3 percent. ‘Rewarder’ companies, which are repairing cultures and striving to enhance cooperation at all levels, are outpacing their competition when it comes to engaging the workforce.
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<i>Dear Workforce</i> How Should We Recognize Team Goals Over Individuals?

February 1, 2011
We have an internal recognition program that focuses on individual efforts. This recognition provides highly public praise at multiple levels for those who exceed expectations or show extraordinary effort, plus a small monetary incentive. Since our company is facing some important staff changes, we have to look for a new approach that recognizes team goals rather than individual. What points should I consider?
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<i>Dear Workforce</i> Why Should We Give Cash Incentives to In-House Recruiters

May 29, 2010
What incentive plan elements do you recommend for an in-house recruiter? We are in the health care industry and want to provide incentives for the recruitment of clinical professionals, such as physicians and dentists. We are considering an incentive plan for our in-house recruiters to help achieve this goal. Is this a good idea, and, if so, what incentives should we consider offering?
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<i>Dear Workforce</i> How Do We Persuade Management to Vary Our Recognition Program

May 4, 2010
I manage recognition across an employee population that spans multiple generations—some employees have more tenure with our company than other workers have been living. How do I convince top management that one size does not fit all when budgeting recognition dollars for programs, especially since these different employee groups sometimes have vastly different needs and expectations? What data are there to help me make a persuasive business case?
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