Table of Contents

1. Energize Your Crew With the Proven Power of Positive Reinforcement
2. Develop an Effective Employee Rewards and Recognition Program
3. Analyze your company’s current performance
4. Pick your battles
5. Find out what makes them tick
6. Sensitivity and empathy are important
7. Clarity and fairness
8. Set realistic goals
9. Create crystal-clear guidelines
10. Award prizes early and often

Energize Your Crew With the Proven Power of Positive Reinforcement

Going to work during a pandemic is very mentally, and physically taxing for employees. It is vital that managers and companies take some time to recognize employees who are helping to keep properties operating through this difficult time.

Decades of scientific research have proven beyond a shadow of a doubt that people perform better in environments that are based on rewards rather than punishment.

So why do so many in the hospitality industry still stick with the more traditional, punishment-oriented approach to personnel management? Well, as many managers have probably already discovered, developing and maintaining an effective employee recognition program can be much more challenging than it sounds.

With the help of a few basic guidelines, however, effective recognition of your outstanding employees can be simple.

Develop an Effective Employee Rewards and Recognition Program

If you reward the wrong kind of behaviors or offer the wrong kind of recognition, you may actually be doing more harm than good. Human motivation is a complex thing that even decades of research has not yet been able to fully explain.

To fully maximize your team’s potential, your program has to be able to strike the right balance. Follow these steps to develop and implement a rewards and recognition program tailored to your company’s unique needs.

Analyze your company’s current performance

Using both market data and the observations and impressions of managers and staff members, create a composite snapshot of the business as it stands today. What do you already do right? What can you further capitalize upon to strengthen your competitive position? How do your team members fit into this picture?

Pick your battles

Realistically, you aren’t going to be able to institute massive change right away. Even the most effective employee rewards and recognition program can’t fix all of your problems.

Instead, focus on a select few challenges — common targets in trial rewards programs include service quality, retention, sales goals, and punctuality.

Find out what makes them tick

According to employee recognition expert Bill Sims, rewards programs won’t work if team members are ambivalent about the incentives you’re handing out. In order to maximize the efficacy of your program, do a little market research and find out what your team members really want.

What would change their quality of life most dramatically in the short-term? Subsidized parking? An all-expenses-paid night on the town? Gasoline stipends? Spa treatments? Identify the kinds of incentives that your staff truly craves and develop your program around them.

Sensitivity and empathy are important

Believe it or not, many well-intentioned programs have been derailed because team members found the rewards offered to be insulting. Don’t condescend to your team by offering them thoughtless or insensitive rewards. For example, a luxury hotel that offers outstanding team members a discount voucher may not be displaying a full awareness of workers’ financial situations. Avoid thoughtless or cheap prizes that may doom the program to failure and serve to alienate, rather than motivate, your crew.

Clarity and fairness

Remember those rat-in-the-maze experiments that scientists use to study animal behavior? They’ve actually yielded a lot of practical information about the processes of motivation that you can put to use in your employee reward and recognition program.

Set realistic goals

Your program is unlikely to have a positive impact if the standards for recognition are unattainable. Indeed, employees are likely to develop a “who cares?” outlook and give up altogether when faced with unrealistic goals.

Create crystal-clear guidelines

Nothing de-motivates personnel faster than perceived unfairness. Make the standards and instructions for your rewards program as lucid, straightforward, and objective as possible.

Award prizes early and often

If there is too much lag between the behavior you are reinforcing and the official recognition of it, the reinforcement loses its potency. Try to begin awarding prizes soon after the campaign launches.