31 Rewards and Incentives to Consider For Employee Productivity - EmployeeConnect HRIS
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rewards and incentives

31 Rewards and Incentives to Consider For Employee Productivity

When it comes to monthly board meetings, you panic for a split second. After laying out the unpleasant profitability figures, you know the sole reason to the small numbers lie with your division – HR. This means you’ve got twice as much work to do once the board meeting finishes until the next one, which is just a little over a month away. Looks like you’ll have to be late to family dinners each night, to put in more hours.

You’ve carefully analysed this month’s poor performing KPIs and cross checked them with what you’ve noticed has been happening:

  • Targets and objectives haven’t been achieved
  • Work completed way after deadlines
  • The increase in absence levels
  • Your team rushing to leave work early
  • The terrible quality of work they’re producing lately

It all makes sense. These setbacks are the sole reason to why productivity has been at its lowest. While it overwhelms you to think of what to do with the challenges that seem irresolvable, they can actually be alleviated. How you can alleviate these problems is by understanding the stimulations to motivate your employees. In doing so, you’ll be able to recognise a driven behaviour that consistently produces effort, quality work and benchmarks being met. You’ll recognise this as being all for the better of the organisation. For starters the next monthly board meeting will be pleasing and the overall stance of the firm is looking towards growth and profitability.

Now that we know motivation is the key to alleviate all these problems and head towards success, we need to understand the various ways to stimulate it. These various stimulations come in many forms from being large or small, verbal or physical and even monetary or not. You need to be able to understand your employee to know the most suitable incentive for them.

We’ve listed the various forms of stimulations to motivate according to being either verbal or physical for your convenience. Let’s take a look:


1. A simple saying of recognition
– These can be as simple as saying “Good work, ____ you’ve done really well on the draft report”. They say words are the voice of actions and by directly communicating, they sometimes really do speak louder.

2. Saying “Thank you” – When you don’t have time to express detail of effort, “thank you” said sincerely is more than powerful.

3. Form a standing ovation – Gather your team to voice their recognition in hand claps to the employee who’s performed.

4. Recognition Cup – Where each employee’s achievements have been written and placed into a cup for drawing to be read.

5. Talk things other than business – Get to really know your employee by talking about life and family.

6. Leave a voicemail – What a nice surprise it might be when they come in the morning?![/vc_column_text]


7. Holiday Passes/ Family day passes
– Let them spend the time with loved ones or to experience new places they truly desire.

8. Flexibility – Give them the option to work part time, casual, temporarily or according to the hours they want.

9. Photographs for Wall of Fame – Framing photos to highlight to everyone what each employee is recognised best for.

10. Hire Masseuses – To come and massage your employees on a weekly basis for good jobs well done.

11. Movie tickets – Offer them movie tickets to their favourite screening.

12. Car Renovation – Offer one aspect of their car to be fixed for a problem they’ve fixed themselves.

13. 12-month Magazine Subscription – Let them choose a magazine of their choice for a year’s subscription.

14. Home-made cakes and cookies – Bring in what’s new and baked to work to offer to your employees.

15. A new chair – One that’s comfortable and offers the right back support.

16. Reimbursements – Cover their cost of commuting to work with petrol reimbursements.

17. Birthday celebrations – Show that you remember important dates worthy of celebrating. It could include preparing a cake or offering the whole office for lunch!

18. Employee of the month – Similar to the wall of fame, let there be a separate wall to recognise the month’s outstanding achievements.

19. Be a boss for a day – Let them use you as a personal assistant for a day.

20. Offer longer lunch breaks – For those who have been consistently working hard.

21. Training days – Offer a day of fun training to learn new and fun things that you know can help them at work.

22. Give everyone nicknames – They can be fun titles for each employee to show a sense of belonging.

23. Supply goods they want in the kitchen – Ask them what they’d like as snacks throughout work hours and stock up on them in the kitchen pantry.

24. Random gifts – Can be jewellery or gift cards to offer.

25. Extra paid leave – Give them the option to purchase more time for leave for the year.

26. Free company products – While they’re offered free things, they’re helping you advocate your company brand.

27. Tuition Cover – Pay for your employees’ education to show that you care about their development.

28. Email the whole company – About the employee’s achievements to show appreciation.

29. Casual Friday – Give the option to wear whatever your employee wants for the end of the week. It’ll help them feel at ease and ready to dive into the fun weekend.

30. Let them drop uninterested tasks/projects – Ask them if they’re up for the task and if not it’s okay to not do it.

31. Acknowledge years of service – Celebrate an employee’s time at the company with a plaque.

While it appears that tangible rewards and incentives outweigh the verbal ones, we shouldn’t forget the power of verbalisation. Some employees are inclined to be stimulated by words. To decipher which ones work well for who, it all comes down to knowing the type of person your employee is. Now understanding the various types of stimulations, it all comes down to offering the right ones. By doing so, it will see them satisfied translating into company success – which is what all businesses hope for, is it not?

Alexi Gavrielatos

Business Development at EmployeeConnect