Every company has a rewarding programe for thier employees but mostly its for sales people and even its for other departments they are at the year end as a bonus. Its not enough to reach the goal for which company do all this rewarding intiatives i.e. to motivate the employees and create a learning and competitive organisation.
But these year end remuneatation are too far away to visualise . As we said we should always break our goals in small targets which are more realisitic and once which we can forsee.
Its true even when it comes to rewarding employees and thats why it is imporatant to create such a system in all departments too( apart from the sales dept.), as sales is full process in which other departments are also involved and if they are not motivated to do their job better then it would affect the whole sales process and hence will affect the revenue of the company.
If I were the CEO of a company, I would just go and check the knowldege of the people personally by asking the questions relevant to their profile and if they answer I would increase their wages straight away. This might look stupid but it can only motivate people to be on their toes and strive to learn more to get rewarded too. The last thing I want to see in any company in todays competitive world is promoting people up the ladder because of the experience(or seniority) and not the calibre or potential that a person have. The experience a person have does help as he already have gone through these things but what most people lack even if they have the relevant experience is to implement things properly. Just to relate a example a man with experience is like chunk of information stored in hard disk. And if the processor ( brain ) if the person doesnt know how to use the information effeiciently and in different situation differently then the whole computer ( the person) is good for nothing. So its better to buy a Intel Core Duo( the Talented and Person with calibre and right attitude to do do things effeicinetly) rather then sticking on the old PII and keep it because he has been faithful and been with the company for long.......
But these year end remuneatation are too far away to visualise . As we said we should always break our goals in small targets which are more realisitic and once which we can forsee.
Its true even when it comes to rewarding employees and thats why it is imporatant to create such a system in all departments too( apart from the sales dept.), as sales is full process in which other departments are also involved and if they are not motivated to do their job better then it would affect the whole sales process and hence will affect the revenue of the company.
If I were the CEO of a company, I would just go and check the knowldege of the people personally by asking the questions relevant to their profile and if they answer I would increase their wages straight away. This might look stupid but it can only motivate people to be on their toes and strive to learn more to get rewarded too. The last thing I want to see in any company in todays competitive world is promoting people up the ladder because of the experience(or seniority) and not the calibre or potential that a person have. The experience a person have does help as he already have gone through these things but what most people lack even if they have the relevant experience is to implement things properly. Just to relate a example a man with experience is like chunk of information stored in hard disk. And if the processor ( brain ) if the person doesnt know how to use the information effeiciently and in different situation differently then the whole computer ( the person) is good for nothing. So its better to buy a Intel Core Duo( the Talented and Person with calibre and right attitude to do do things effeicinetly) rather then sticking on the old PII and keep it because he has been faithful and been with the company for long.......
Most of the Large Corpoartes have implemented the Performance Management Systems to do the same but still hasnt directly linked it to the rewarding system nor they keep track how effeciently they have implemented the system itself.
