12 of 30

Money

Write now Article Tools

The quarterly awards of a former employer were set up as a means of providing recognition to employees that had produced really exceptional work. They became a regular feature of life in the IT department. They were also supposed to motivate every one else to perform well enough to be in line for the next recognition awards. Senior management had to opportunitiy to thank everyone for their exceptional efforts. In their efforts to placate those that hadn't received an award somewhat devalued the efforts of those that had.

These award ceremonies gave everyone a few hours away from their desks to wind down, mix on a social level and enjoy the cocktail party afterwards.

Selecting someone to nominate was always tough. Did the awards always go to the best? The awards were accompanied by a small prize - usually a restaurant voucher for two and a framed certificate. Above all, the ceremonies provided some informal time out from the formal work environment and allowed everyone to .

A number of the senior managers at the company had attended a management course where they learned that money was not nearly as important as status and recognition! They accepted this information at face value without question. Plans were soon put in place to implement a recognition program to enhance performance and to keep the work-force happy. The program failed. The employees that stayed were those that received the biggest salary increases. Those that left included many award recipients. The offer of more money by other companies was much more attractive than mere regognition!

Management were forced to pay for recognition with real money. Recognition for work done is very important. People need to know that they are on the right track. Starve your people of feedback and you will kill their motivation. But it is the money that has the real power. What can be more de-motivating than a small raise or no raise at all? What can provide greater motivation than a large raise?

A good leader will provide recognition and feedback on an ongoing basis. This is crucial. It is what good management is all about. Providing feedback for wrok well done, guidance when things fall apart, building a team spirit and providing leadership.

But recognition does not come for free. They want money - real money.

I will never forget my first salary increase six months after starting a new career as a trainee programmer over twenty years ago. I had waited anxiously for my turn to find out about my first increase. I was called into the manager's office after a wait that seemed to last for hours. "We are extremely happy with you, and have given you an increase of 30%" were the words that I heard. Now that was real recognition!

Learn more about this author, Barry Marcus.
Click here to send author comments or questions.

Add your voice

Know something about Motivating employees: Is money or recognition more appreciated??
We want to hear your view. Write now!