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Reward and Recognition


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

  1. 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 for real rewards!

    PS in my previous life R&R means Rest and Relaxation………..

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