barbour paris The Rules For Rewarding Team Members

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If you've [link widoczny dla zalogowanych] ever worked in a sales organization, you probably witnessed many different forms and methods of rewarding people. Rewarding in the right way can create wonderful results long term. Use rewards poorly and you may just be costing the company more money and not getting the results you want.
Rewards are used to [link widoczny dla zalogowanych] motivate team members. Rewards need to be a consequence to an action or result. In many companies, there is a yearly process of merit increases. In this process, you [link widoczny dla zalogowanych] conduct a form of evaluation where you score or rate the performance of the team member over the past 12 months, and match that score to a corresponding [link widoczny dla zalogowanych] pay increase, usually a percentage. Every year I went [link widoczny dla zalogowanych] through this, it always seemed to be a given that team members (in non-selling positions) would receive a 3 pay increase. Rarely did I find that they understood that the percentage was in direct relation to the performance score.
There are [link widoczny dla zalogowanych] really just 3 ways to structure a reward. One is to reward based on completing a task [link widoczny dla zalogowanych] or project "successfully". This is more of a black and white approach where it's either done or not done, and the end product meets the requirements defined [link widoczny dla zalogowanych] up front. The second way to reward is based [link widoczny dla zalogowanych] on "merit", or defined performance standards provided in a job description or [link widoczny dla zalogowanych] written goals. These are tangible, measureable areas that again should be easy to define as "meets" or "exceeds" type categories. The third way [link widoczny dla zalogowanych] is to reward for quality or quantity that is above the standard requirement. This one is similar to the previous example, but normally is not tied to the predefined job description areas.
Caution needs to be used in rewarding team members, where one person may be more "likely" [link widoczny dla zalogowanych] to win as compared to another. One example that I struggled with over the years was attendance. Perfect attendance rewards are common, but keep in mind that a single parent is much more likely to miss work than a single person with no children. Rewarding sales people on specific product lines where they have a larger customer base would be [link widoczny dla zalogowanych] another example where you may have issues. When you create your next program for rewarding team members, just make sure you keep it as fair [link widoczny dla zalogowanych] as possible. [link widoczny dla zalogowanych] Change the product line, or rather than attendance use work quality. This will keep everyone "in the game" and you will not isolate team members to always win or always lose.
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