Ever wondered what you can do to reward your employees beyond the annual increase? Leaders understand the importance of rewarding their employees and making sure they feel appreciated. There are a lot of interesting ways to do this:
Surprise them with tickets. This could be any type ticket. Check with your team what they enjoy: tickets to the local rugby or soccer game (depending on their preference, of course), ballet or music concerts (which star is coming to South Africa next?) We had an incentive once that offered tickets to Cirque du Soleil… what an experience that was!
Good luck with thinking of creative ways to reward your staff!
Constantly stressed and running late? Here’s some good news… According to research being on time or running late might have nothing to do with you! The research, carried out by Jeff Conte and Jerald Greenberg of the San Diego State University and published in the Journal of Applied Social Psychology, identified two types of people:
Type A: These individuals are usually punctual because they have an internal clock that estimates a minute being 58 seconds.
Type B: These unfortunate individuals estimate a minute as being 77 seconds.
See the difference? Type B is also a little more laid back than Type A, adding to the sometimes infuriating relationship dynamic between the two.
Here are some time management tips to help Type B be more on time and perhaps even improve Type A’s time management skills!
Remember, even a few of the above tips can help improve your time management whether it’s at home or the office.
Current research shows us that the payment of bonuses in isolation is not sufficient to keep employees motivated. However, viewed within the larger context of a comprehensive employee engagement strategy, they have their place. From an employer’s perspective, the key is to structure compensation optimally to get maximum productivity from staff, acknowledging that talented employees must be rewarded and retained in competitive job markets.
In South Africa we typically pay three different types of bonuses (excluding the option of a hiring bonus): the year-end bonus, perfomance bonus and production bonus. Each of these three types of bonuses affects employee performance differently.
Employers who provide year-end bonuses don’t necessarily connect performance ratings to the amount of the bonus, however it may be an idea to do so. Studies show this type of bonus really has no effect on performance because it’s the type of bonus that’s customary at the same time each year. Employees expect it and there’s no reason to work harder or smarter, or put in extra hours to qualify.
Employers pay performance bonuses to employees who achieve satisfactory or high ratings during their annual performance appraisals. This type of bonus typically links the amount of the payment both to the level of performance and to the individual’s salary. The built-in incentive for employees is to strive for high performance throughout the entire evaluation period, which means their performance must be consistently high for a 12-month period if the company conducts annual performance appraisals. The effect this type of bonus has on employee performance is that conscientious employees remind themselves month after month that their efforts and hard work will be rewarded at the end of the year.
Employers usually pay production bonuses based on meeting targets and quality of production. This means certain teams or the company as a whole must meet specified targets for the company to pay the bonus.
Employees may not, in fact, realise how their performance affects organisational or team achievements or the role they play in the team or company’s success. Those who do will work hard to make the company or team successful. Those who don’t make the connection between their own job duties and responsibilities as an integral part of the business operations, will not perform any better because of the promise of a production bonus.
When setting up or revising bonus plans, practitioners need to consider a number of key issues.
Selecting the type of scheme
It is essential to consider specifically what the organisation is trying to achieve with its bonus scheme and select or design an appropriate scheme to meet those objectives. The greater the desired incentive impact on employee behaviour, the closer the link should be between the activities of the employee and the payment of the bonus.
Tailoring bonus schemes
Whichever type of scheme is chosen, be it individual- or company-based or somewhere in between, it is essential to tailor the arrangements to the organisation’s own culture and requirements. There is no ‘one-size-fits-all’ model.
Targets communicate the priorities of the organisation and as such should be regularly reviewed. While targets are often linked to financial measures, many organisations now design them additionally to reinforce behaviours and reflect company culture – although in all cases, bonuses should not be used as an alternative to good management.
While some employers prefer to set multiple rather than single objectives to meet more complex organisational needs, there is an inherent danger in over-complicating plans to the extent that employees cannot understand how to achieve the desired end-result.
In conclusion, it bears repeating that incentive schemes alone will not create an engaged, highly productive workforce. In reality, their effect is often temporary. Best practice is to examine all factors influencing employee engagement and productivity and design a workplace around the full scope of employee motivation.
It’s also worth noting that South African Labour Law makes no provision for the payment of bonuses to employees – they remain a matter of negotiation between the employee and the employer. An employer cannot be accused of unfair labour practices if they do not pay a bonus or 13th cheque to the employee, unless such a bonus was agreed upon when the contract of employment was signed between the employee and employer.
If we can assist in any way, please feel free to get in touch with me.
Mother you truly represented the deeper meaning of the word,
You one of the forces that moulded me to become a man and be able to face this cruel and tough world,
Imagining life without you currently seems like a dead end,
But I know you at a better place holding your hand out for us to get up and face life ahead. (more…)
There certainly is no word I can use to describe you
Through all our countries history dynamics it was you that we could turn unto
Your name will forever be engraved on our hearts just like a tattoo
And, the thought of not having you around simply is taboo
Your legacy will forever live on and practicing your principles is something that you would want us to do
But for everything that you have done sacrificing 67 years of your life to make this country a country for all I wanna say thank you (more…)
Nothing. That’s it. I could not imagine a world without Madiba.
As a child of Africa and being white I don’t remember much of Apartheid, we lived in remote areas of Namibia and South Africa where there was no real separate entrances and my best friends were the black and coloured kids running around with me in the sandy streets. (more…)
Getting fired is as common a process as getting hired (well these days in South Africa it’s often referred to as; employment contracts “ending” or being “retrenched”; the words “you’re fired” are hardly uttered here) and yet we don’t like to think about it. In the current economy removing people has become more common practice than hiring! It can then be very helpful to learn how to accept this loss/ change with dignity rather than viewing as an indicator of your performance or abilities (or lack of these things).
Losing your job CAN be the start of something new in your life and staying dignified during the process of leaving the job can be one means by which you leave your reputation intact and your future chances brighter. Ever heard of the expression don’t burn your bridges? Getting your next job depends on how gracefully you exit your previous one and what relationships you still hold. Reputation is everything! (more…)