People like to be recognized when they work hard. While employees clearly desire specific, authentic words of appreciation, they also want tangible rewards to back up the words. Recognition is more meaningful in driving engagement and retention if it’s made up of equal parts intrinsic value, tangible substance, proportion, and fairness.
If you want to retain your people, then it’s time to do away with e-thanks. In this white paper, you’ll learn:
- The data behind getting the best results from rewards and recognition
- The differences between intrinsic and extrinsic motivation
- How to turbo-charge appreciation at your company
Where could you be more strategic in your total rewards spend? Are you funneling much of it into an annual bonus?
New research from Wharton shows that the annual bonus, a staple of many total rewards programs, can actually lead to unethical behavior, fuel turnover, and foster envy among co-workers. Sounds like unnecessary drama – and money wasted. More importantly, the performance boost of an annual bonus diminishes within weeks.
Read our e-book and learn a better way:
- Why employee recognition is a powerful management breakthrough
- How to get more bang for your buck – and sooner
- Ways to improve performance management, retention, and employer brand
A little rethinking and reallocation means you can increase your margins without adding a penny to your budget.
People like to be recognized when they work hard. While employees clearly desire specific, authentic words of appreciation, they also want tangible rewards to back up the words. Recognition is more meaningful in driving engagement and retention if it’s made up of equal parts intrinsic value, tangible substance, proportion, and fairness.
If you want to retain your people, then it’s time to do away with e-thanks. In this white paper, you’ll learn:
- The data behind getting the best results from rewards and recognition
- The differences between intrinsic and extrinsic motivation
- How to turbo-charge appreciation at your company