What is the Best Reward System for Staff to improve production
Mazen AlRefaaiSr Engineer| Saudi Bin Ladin GroupMecca, Saudi Arabia
In work environment the staff work production not at the same level, I belive that proper reward system is essential to thanks the hard workers and draw the lazy worker to improve Saving Changes...
LIH WANGPM I APM| Siemens Rail Automation Systems Ltd. Taiwan OfficeT'Ai-Pei, Taiwan
Actually what you can do when setiing clear and measurable goals with senior team members, you can assign them with a goal like providing mentorship to junior team members. For junior team members, you can assign them with a goal like applying and taking necessary training to improve their job competence. So that they can take their necessary actions to achieve the goals. Lastly, timely revisiting the goals together with team members is very necessary. This could provide them with constructive feedback or reset goals for the unachievable. Saving Changes...
Mazen AlRefaaiSr Engineer| Saudi Bin Ladin GroupMecca, Saudi Arabia
I agree with Mr Bala Duvvuri, Saving Changes...
Stéphane ParentSelf Employed / Semi-retired| Leader MakerPrince Edward Island, Canada
I have not had the luxury of bonus pools in my project budgets. The one thing I would add to Wang''s suggestion is to give out the bonuses often and throughout the project, rather than just at the end.
The reason for that is you want to use the bonus to help your own project, not just the next one they are on. Saving Changes...
Matt DusenburyEnvironmental Manager| SelfReno, Nv, United States
Fostering intrinsic motivation is discussed by Dan Pink in "Pink, D. 2011. Drive: The Surprising Truth About What Motivates Us. New York, NY. Penguin Group (USA), Inc."
In summary, individuals are driven by autonomy, purpose, and achievement. You can execute on each of these by knowing your people well and training them. Continuous performance feedback is also critical.
I find the advice of Auzenne Horstman to be most valuable in getting to know your employees individually. This is done in what they term the O3 or one-on-one meetings held for 30 minutes with each of your directs once per week. This meeting is never missed. 10 minutes for them, 10 minutes for you, 10 minutes for the future. Saving Changes...
