Forum - April 2012

Maximize Your ROR (Return on Rewards)

By Marisa C. Knudsen

tion. One type of program may inspire some employees but fail to motivate others. Some programs may involve team recognition while others are based on individual achievements. Here are some of the major types of programs to consider:

1.Reward Programs Some employees may appreciate a small form of compensation, such as the “Thank You Coupons” used at the American College of Healthcare Executives. Each quarter ACHE employees receive two Thank You Coupons to award to any coworker who does something exceptional for them in a work-related situation. Employees may redeem their coupons for a $5 gift card from one of several vendors and the rewards are presented at monthly all-staff meetings.

ACHE Office Services Manager
Nancy Miller, FMP, is the administra-
tor of this program. Miller says the
coupons, which require the employee
to give a brief explanation of why
they’re thanking a coworker, give ACHE
valuable insight on what employees
appreciate about one another and
how cross-divisional employees work
together. Miller believes the program is
popular among employees because of
its flexibility. “It’s peer-to-peer but it’s
also up or down,” she says. “I can give
the coupon to a peer or an assistant —
or my boss!”
Others may get satisfaction from
being verbally thanked. Never under-
estimate the power of praise. When
sincere, a compliment or verbal show of
approval from a supervisor or peer can
mean more to an individual than a gift
card or PTO day. This is because praise
is a natural form of feedback that
doesn’t feel forced or formalized. Being
specific when complimenting makes the
praise stronger and more meaningful.
For example, “Great work!” is not as
effective as, “The customer service you
provided to Mr. Smith at the conference
this morning was very impressive.”

2.Performance-Based and Competitive Awards Awards tied to performance are fun ways to increase productivity and create excitement around a new project or campaign. However, competitive awards may not be appropriate for all associations or all organizational divisions. Competitive awards tied to performance often exclude staff who aren’t directly involved in recruiting members, raising funds or selling products. Consider offering a program with team rewards. For instance, offer a group lunch if a committee, division, department or task force reaches a specified target. When creating performance-based awards, beware of losing sight of the true goals of the organization and make sure employees understand how their achievements tie back to the association’s success.