6. Determine what your award criteria and emphasis will be. One major company pays year-end bonuses to employees with perfect attendance that year. Others recognize staff who work a certain number of hours' overtime without pay. Award winning ideas or projects that attract substantial customers may pay big dividends too.
7. A merit system may be helpful in evaluating each employee during the year. Even a simple checklist of basic and advanced skills, perhaps with point values, can help pinpoint those who consistently perform above expectations.
8. If you implement a nomination process, be sure that everyone understands the criteria to be met. These should be distributed in writing so employees know what to do and supervisors or administrators know how to assess award criteria.
9. Adjust criteria to match company growth. If you began by rewarding employee attendance when your company was founded, you may decide now, ten years later, to emphasize productivity over attendance. Clarify the shift in priorities to all employees so they can adjust their roles and performances. It is hard to hit a moving target, and staff may become disgruntled if they learn after the fact that the company rewards a new range of skills.
10. Don't forget the human touch. Get administrators involved in making awards, offering congratulations and offering thanks, writing personal notes, and shaking hands. A thoughtful expression of appreciation means more when it comes from a high-ranking officer in the company.
Loyal employees deserve to be noticed and commended. Take time to honor hard-working staff in one or more of these suggested ways.
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"Top 10 tips for rewarding employee excellence"