Does anyone have a unique HR reward system in place to reward innovative work? Preferably rewards that don’t include bonuses since it is a non-profit entity>
From United States, Conde
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1From United States, Conde
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The simple way to take care of innovation and creativity is through a suggestion scheme. This scheme allows us to reward the concerned employee with cash or in kind. Additionally, it can be incorporated into the company's performance appraisal or potential appraisal systems.
Regards,
Ashok Kumar
email: ashokchy_1@rediffmail.com
From India, Gurgaon
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Regards,
Ashok Kumar
email: ashokchy_1@rediffmail.com
From India, Gurgaon
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Hi Quinjen,
In inclination with what Vanriper and Ashok Kumar have suggested, perhaps the organization should think of introducing honorarium awards. I know some entities that have adopted this strategy, and it has proven to have long-term benefits. This approach is particularly beneficial because, unlike monetary recognition (which is also important), honorarium awards are more lasting and explicitly acknowledge professionalism.
Moses J. Emanuel
From Tanzania, Dar Es Salaam
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In inclination with what Vanriper and Ashok Kumar have suggested, perhaps the organization should think of introducing honorarium awards. I know some entities that have adopted this strategy, and it has proven to have long-term benefits. This approach is particularly beneficial because, unlike monetary recognition (which is also important), honorarium awards are more lasting and explicitly acknowledge professionalism.
Moses J. Emanuel
From Tanzania, Dar Es Salaam
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Hi,
I designed something called "Certificate of Appreciation" for employees. Basically, the team leader was responsible for writing a paragraph or so about the employee who demonstrated exceptional performance. The idea was to commend the employee, highlighting their strengths and recognizing their performance. The effort was to ensure that specific actions were mentioned, not just clichés. For example, team leaders were encouraged to write, "I admire the way you handled the stress during the project. You were calm and collected throughout and demonstrated extraordinary emotional stability during the crisis. Thanks for serving as the anchor for the team," rather than "good job done, keep it up." These paragraphs were then designed as a certificate with the title "Certificate of Appreciation" and laminated. The employee could post it up in their office or take it home.
These certificates were highly treasured by the employees much more than any bonus or cash rewards I could give them (which I couldn't). Particularly because they felt a bond with the team leader, which served as a big motivation and morale booster.
The team leaders will need to be coached in writing these certificates, and initially, at least the manager will need to edit and refine the content because not everybody is good at expressing their thoughts in writing. Hope that helped.
Regards,
Maliha
OD Consultant and Trainer. Write to me at maliha_raza@vsnl.com
From India, Ghaziabad
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I designed something called "Certificate of Appreciation" for employees. Basically, the team leader was responsible for writing a paragraph or so about the employee who demonstrated exceptional performance. The idea was to commend the employee, highlighting their strengths and recognizing their performance. The effort was to ensure that specific actions were mentioned, not just clichés. For example, team leaders were encouraged to write, "I admire the way you handled the stress during the project. You were calm and collected throughout and demonstrated extraordinary emotional stability during the crisis. Thanks for serving as the anchor for the team," rather than "good job done, keep it up." These paragraphs were then designed as a certificate with the title "Certificate of Appreciation" and laminated. The employee could post it up in their office or take it home.
These certificates were highly treasured by the employees much more than any bonus or cash rewards I could give them (which I couldn't). Particularly because they felt a bond with the team leader, which served as a big motivation and morale booster.
The team leaders will need to be coached in writing these certificates, and initially, at least the manager will need to edit and refine the content because not everybody is good at expressing their thoughts in writing. Hope that helped.
Regards,
Maliha
OD Consultant and Trainer. Write to me at maliha_raza@vsnl.com
From India, Ghaziabad
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Maliha,
Hi! Your suggestion is great! A wood-based and laminated (or glass-framed) "Certificate of Appreciation" is really a good reward and non-cash incentive and recognition strategy, especially for non-profit organizations.
Best wishes,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Hi! Your suggestion is great! A wood-based and laminated (or glass-framed) "Certificate of Appreciation" is really a good reward and non-cash incentive and recognition strategy, especially for non-profit organizations.
Best wishes,
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
From Philippines, Parañaque
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Hi, I am a final year MBA student. I liked your idea and would like to add something. We used to have such a system in the school - that is, we were given a "certificate of appreciation" upon leaving the school. Let me tell you, it is one of the most coveted documents I have amongst all those certificates and marksheets as it tells a story in itself.
It used to have an introduction about the school, followed by all details of what I was good at, subject-wise as well as in extracurricular activities. It includes a statement given by the housemaster and self-appraisal as well. If you are to customize that for your needs, I think that would include a statement by the immediate boss, plus self-appraisal followed by all the good that the employee generated.
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It used to have an introduction about the school, followed by all details of what I was good at, subject-wise as well as in extracurricular activities. It includes a statement given by the housemaster and self-appraisal as well. If you are to customize that for your needs, I think that would include a statement by the immediate boss, plus self-appraisal followed by all the good that the employee generated.
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