Workplace Recognition: A Good Salary Yes, But Recognition First!
7 July 2013
Read by 1704 persons
The best reward an employee expects is a good bonus or a salary increase. However, money alone is far from guaranteeing satisfaction.
Remuneration is obviously an important element in professional fulfillment, but it's not the only thing. A good salary doesn't automatically equate to employee motivation, and other less tangible considerations must be taken into account to ensure good cohesion and performance for your work team.
One thing is certain: the best reward an employee expects remains a good bonus or a salary increase. That said, money alone is far from guaranteeing employee satisfaction. Employees need to be "proud" of what they accomplish, and other elements come into play. To achieve this balance, it is important to give meaning rather than money. Employee retention can only be achieved by giving meaning and value to their work. We are talking here about non-financial motivation. The latter can take the form of delegation of authority, for example. When a manager entrusts a subordinate with the achievement of jointly developed objectives, leaving them a margin of autonomy, he or she empowers them and encourages them to become more involved in what they do instead of simply executing their superior's orders without personal satisfaction.
In parallel with this, there is training. More and more managers are investing in this area and require their employees to follow specialized or general training courses. This is obviously done with the aim of increasing performance, but it remains the case that, on an individual level, these training courses are a real lever for self-esteem. Training beneficiaries gain confidence and feel valued, or, conversely, impose and demand this enhancement as an acquired right.
For psychotherapist Juliette Allais, co-author of the book "Finding Your Place at Work": "When physiological needs and security imperatives are met, humans feel a need for belonging, but also for esteem." It is therefore necessary to both materially translate the needs of employees and to say "Thank you" as a sign of recognition. Therefore, it is extremely important to give your esteem rather than a bonus. The needs of an employee are far from limited to the financial aspect. Sometimes, "nothing" is enough to motivate your staff. Humans are, by nature, in constant search of recognition and confirmation. It is therefore essential for a superior to say thank you, to say well done, but this is not always the case in everyday life. And yet, it is the most intelligent and least expensive way to have motivated, fulfilled staff, and therefore high-performing staff.
Aujourdhui.ma
Posted online July 7, 2013.
Remuneration is obviously an important element in professional fulfillment, but it's not the only thing. A good salary doesn't automatically equate to employee motivation, and other less tangible considerations must be taken into account to ensure good cohesion and performance for your work team.
One thing is certain: the best reward an employee expects remains a good bonus or a salary increase. That said, money alone is far from guaranteeing employee satisfaction. Employees need to be "proud" of what they accomplish, and other elements come into play. To achieve this balance, it is important to give meaning rather than money. Employee retention can only be achieved by giving meaning and value to their work. We are talking here about non-financial motivation. The latter can take the form of delegation of authority, for example. When a manager entrusts a subordinate with the achievement of jointly developed objectives, leaving them a margin of autonomy, he or she empowers them and encourages them to become more involved in what they do instead of simply executing their superior's orders without personal satisfaction.
In parallel with this, there is training. More and more managers are investing in this area and require their employees to follow specialized or general training courses. This is obviously done with the aim of increasing performance, but it remains the case that, on an individual level, these training courses are a real lever for self-esteem. Training beneficiaries gain confidence and feel valued, or, conversely, impose and demand this enhancement as an acquired right.
For psychotherapist Juliette Allais, co-author of the book "Finding Your Place at Work": "When physiological needs and security imperatives are met, humans feel a need for belonging, but also for esteem." It is therefore necessary to both materially translate the needs of employees and to say "Thank you" as a sign of recognition. Therefore, it is extremely important to give your esteem rather than a bonus. The needs of an employee are far from limited to the financial aspect. Sometimes, "nothing" is enough to motivate your staff. Humans are, by nature, in constant search of recognition and confirmation. It is therefore essential for a superior to say thank you, to say well done, but this is not always the case in everyday life. And yet, it is the most intelligent and least expensive way to have motivated, fulfilled staff, and therefore high-performing staff.
Aujourdhui.ma
Posted online July 7, 2013.
