Latest HRzone Report Cites Company Culture And The Difference Between Pay And Praise (Recognition) As A Revenue Generator

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Increasing pay may motivate staff in the short term, but it does not increase effort in the long term, according to an article by Derek Irvine in HRzone 6th February 2013; praise, however, is a motivating factor that ensures employees’ continued effort. An employee’s boss is usually the person who dispenses praise, but it does not necessarily just have to be the boss who is in charge of praise; this type of peer recognition is obviously important, because, writes Irvine, praise “is the responsibility of all employees”.

Praise and recognition

Praise (or recognition), however, is a motivating factor that ensures employees’ continued effort.

Everyone needs some level of compensation for going to work to pay their bills and enjoy some leisure activities – but money is not a long-term motivating factor in the workplace, and a company’s values and beliefs, which include recognition, foster employee engagement in organisational objectives according to an article by Derek Irvine in HRzone, 6th February 2013.

Increasing pay may motivate staff in the short term, but it does not increase effort in the long term. Praise, however, is a motivating factor that ensures employees’ continued effort. An employee’s boss is usually the person who dispenses praise, but it does not necessarily just have to be the boss who is in charge of praise; because, writes Derek Irvine, praise “is the responsibility of all employees and while cash compensates, praise motivates”. However, access to management and effective communication are important to employees and are aspects of a company’s culture that bosses should address to ensure success.

Most business will always look at different ways to increase revenue, and many will use various ways in which to encourage staff to perform to the best of their abilities, including:

  •     Call Monitoring
  •     Continual Training
  •     Mystery Shopping

A number of hotels for example are looking to introduce staff recognition programmes to reward members who routinely exceed performance criteria. This would affect all staff members who work within the hotel, and it generally improves customer service performance, as having set goals to work towards acts as a valuable incentive to maintain or increase standards.

Better customer service typically means higher revenue, as staff members work towards keeping customers happy. In turn, this creates a solid reputation for the business, which can attract more custom.

A structured programme will have an added aspect for hotel managers as they will be able to track performance of staff to ensure there are no shortfalls in service. This keeps service at the forefront of everyone's mind.

Full Circle Motivation understands the importance of praise as a motivating factor, as well as the difference between pay and praise – and it certainly understands the importance of company culture in ensuring that employees are engaged. The company’s sales incentive programmes cover a range of ways to keep staff motivated through recognition and praise – but not necessarily financial reward – and maintain their engagement in a company’s development. The Full Circle Motivation programmes deliver return on investment, no matter what the client’s requirements are, and are focused on building long-term loyalty.

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Victor Tardieu
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