Although not strictly speaking L&D, I have been asked to take a look at Reward and Recogntion accross the organisation I work in to see
how it could be improved and was thinking rather than reinvent the wheel does anyone work anywhere where they feel the R&R struchure really works, adds value?
One Response
horses for courses
Hi JM34460
("Ah, they don’t write numbers like that anymore!")
It is a matter of horses for courses…..salespeople generally have, and benefit from, different R&R structures to technical specialists. People in the commercial world generally have, and benefit from, a different R&R structure to charity workers, who in turn have different structures to charity volunteers.
Different people are motivated (the basis for R&R) by different things and managers perceptions of what motivates (the thinking process upon which R&R structures are often based) are often out of alignment with staff wants (see Kovak’s work)
There is no "one size fits all", you have to find out what R&R will actually motivate your specific groups to achieve what you want them to achieve and then build on that. People change in their motivation as they grow older and wiser…….eg I used to be a regular Soldier but I wouldn’t volunteer now, no matter what they paid!
I know that this doesn’t really help but hopefully it will save you importing and imposing something that is more damaging than useful
rus
http://www.coach-and-courses.com
http://www.forheavenscake.co.uk for real rewards!
PS in my previous life R&R means Rest and Relaxation………..