4 Ways To Reward Employee Performance

May 20, 2014       The NonProfit Times      

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Anyone who works in the nonprofit sector knows that, while the work is rewarding, it is also challenging. It is common for a typical employee to find him or herself working long hours to secure a potential major donor or finalize events for the annual gala. That’s why it’s important for nonprofit managers to reward their employees for all of the hard work they do.

In the book “1001 Ways to Reward Employees,” Bob Nelson wrote that performance rewards can be used specifically to encourage productivity. He cited a study that indicated that 89 percent of American workers think their companies would perform better if employees were given meaningful incentives to improve quality and productivity. Despite this, 81 percen t said they would not receive any reward for an increase in productivity.

With this in mind, Nelson listed four ways organizations can achieve the goal of better rewarding their employees:

  • Effective performance should be rewarded consistently. When the employee experiences no reward or inconsistent rewards, performance may drop because the employee sees high performance as a dead end.
  • Poor performance should not be automatically rewarded. Across-the-board cost of living adjustments and seniority increases often result in financial rewards unrelated to performance.
  • Doing what one finds rewarding should result in effective performance.
  • Management should take the time to find out about the needs and desires of those reporting to them.