|Your reward should be based on |
The old way isn’t always working. We continue to reward the same behaviors we have rewarded in the past while expecting different results. We profess interest in really doing things differently but settle into routines that are comfortable and safe.
What motivates one person may not necessarily motivate other. Off course, “I have done this, me, me, me” is the primary response. But in larger perceptive, we should understand the human nature and every human is different. Hence their motivation level is different and also expectations about rewards. In manufacturing industries, especially in automobile industries, they implement Kaizen and Kaizen is not associated with any monitory rewards. It is the way of leaving there and hence just appreciation certificates are given to employees who participate in Kaizen. However, this is branded as a way of leaving there.
Before introducing any reward system, we should understand what behaviour we want to reward. Then the reward should be associated with some results. If you are rewarding your project team who had given you the saving of 5 crores, mere certificate may motivate them for first time, but next time, they may not passionately participate in the project.
My suggestion is not to just copy reward schemes from somewhere and make the mess with whole philosophy. Just think how your people get motivated.