Somebody once said that “people are the greatest assets in a company. There is no “us” and “them” attitude here; everyone is important.” It is ironic that many people are preaching that the productivity level of employees is the mainstay for the survival of a company – and yet they are not concerned about the rewards and recognition in the workplace. This should not be so. Simply because recognition for work well-done is a major if not the top motivator of employee performance. Yes, the potential power of recognition and rewards in motivating employees is awesome. It cannot be ignored even by performance management experts.

Let’s face it. Everyone – not only employees needs to be appreciated. It is a basic need of human beings regardless of age. We do not outgrow this need. We need to feel valued. We need to be tapped on the back. We need to be praised. We are not robots. We are not computers. We have sensitivities. It is surprising indeed why many executives and employers neglect to interlink this basic human need with employees’ productivity, efficiency, performance and loyalty to the company.

The truth of the matter is that many employees consider personal, spontaneous, and informal recognition more motivational than money. Blessed is the executive or employer who can interact effectively with employees and who can spontaneously and with sincerity praise an employee and say: “Congratulations for a job well done. You are indeed an asset to our company.” Doing this is an art, a skill, and a natural talent which not all executives and employers have. There are executives who excel in their academic qualifications; there are those who have taken their masters and doctorate degrees in well-known foreign universities and colleges; there are those who come from the most affluent families – but they are at a loss on how to interact with their employees and worse – they do not believe in motivating their people through the rewards and recognition scheme. How ironic indeed! In contrast, there are executives and employers who do not have outstanding scholastic records; those who never went to well-known international universities and colleges; those who started their careers as low ranking employees – and yet have outstanding records as executives and employees especially in relating with the employees and motivating them to give their best for the companies they are working for.

There are many executives of exporting businesses who have this common difficulty in relating with their employees. Lack of motivation among employees is usually manifested by frequent tardiness and absences, pilferages, fast turn-over of employees, lack of creative suggestions from employees, and lack of interest/cooperation in company sponsored projects. In many instances, a rebelling attitude prevails. Practically, no employee is smiling. No faces glowing with radiance. Different kinds of facial frown abound. In worse situations, shipments are delayed because the employees do not want to render overtime to pack the rush shipments.

Executives of exporting companies as well as of other companies should start evaluating their employer-employee relationship and should launch some kind of rewards and recognition in the workplace to motivate their employees to be more productive. Before it is too late.

Here are some suggested rewards and recognition schemes in the workplace that cost nothing at all:

• Personally praising employees who performed an assignment well. Must be properly timed;

• A pat on the back does miracle to an employee;

• A personal note with brief statement like “Good job,” or “Thanks;’

• Greeting employees by their first name, when you meet them in the elevator or other places in the workplace.

Executives should never underestimate the power of praise. Likewise, they should be aware of the disastrous consequences of bad-mouthing an employee in the presence of other employees.

There are a thousand and one ways of rewarding and recognizing employees. Some schemes as above-mentioned involve no cost. Other schemes involve some costs to the company. Many companies concentrate on individual recognition schemes as many consider this more important than salaries, bonuses, or promotion.

This forthcoming holiday season is an opportune time for executives, managers, employers and others who have people working with them to reassess, review, and reevaluate their rewards and recognition schemes, if they have such programs in their companies. If they do not have any rewards and recognition program in their companies, it is time to consider launching one. It is time we treat our employees as people with sensitivities and not as our subordinates. Let us treat them with care and concern. They are the best assets of companies.

Have a joyful day!