Supercharged Performance == Right Rewards
Don't Wait for Results: Plan Your Rewards for Greatest Impact
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We explored ideas for building a high-performing team. These teams consist of individuals aligned with a leader’s vision. But how does that alignment work? A leader’s role is to provide all the tools necessary for individuals to succeed in their roles. Just as a moving goal in a football field disrupts the game, the absence of a rewarding destination can deter engineers. Today, we explore how to proactively initiate these conversations to keep them engaged.
Did you know, a startling 66% of employees would leave their jobs if they felt unappreciated. Recent times taught us that everyone is replaceable. But as a leader, you know how hard it is to hire and retrain a new employee. Proactive, well-planned reward systems are a powerful tool here. It demonstrates that your team’s contributions are valued. It also helps boost morale and avoid potential churns.
The Status Quo
Too often, rewards are treated as an afterthought. A bonus hastily tacked on at the end of a review cycle or a generic "congratulatory" email at the end. Feels cursory, distributed just to check a box. This approach misses the mark on true motivation. Employees end up feeling their efforts were expected, not exceptional. Worse yet, this signals a lack of engagement from leadership, undermining a sense of appreciation. The power of positive reinforcement is not utilized.
The fundamental problem with this approach ties into how human minds work. The human species experience greater satisfaction being in control. Performance severely suffers when an employee is clueless about the destination. Yet, it might seem just to reward people as a result of their work. The problem with that is it lacks planning. Additionally, it makes the reward system very subjective. An engineer on your team might feel the need to appease their leader to get a good reward. Frankly, this is an ancient idea from the dark periods of slavery. Back then, masters decided when to give rewards and expectations from workers were to simply work. To attract and retain top talents, this WILL not work.
This "status quo" of reactive rewards creates several problems. Delayed recognition loses impact. Secondly, generic rewards fail to acknowledge unique contributions or cater to individual preferences. This demands careful planning. Without it, reward systems easily become unsustainable, inconsistent, or even perceived as unfair. This can lead to a demotivated team instead of the intended performance boost.
Design Journeys and Become a Partner
Each individual’s goal will be different. We've talked about creating customized growth plans before. An apt reward system should create incentives based on objective goals. Today, a lot of companies encourage having career discussions. But how many of them are merely symbolic? I have worked with leaders who collaborated to create structured incentives. And they provided support throughout the journey. One thing I can say is that it was a pleasant experience. These incentives can be objective deliverables that will take someone to their next level. Or it can be as simple as an opportunity to partake in an exploratory project area.
First, ditch the one-size-fits-all reward model! Instead, design a rewarding journey. Understand that what motivates one team member might fall flat for another. Create rewards structured around the individual. And allow them some choice in how they're rewarded for wins. This sense of autonomy is itself a powerful motivator.
Make yourself a partner in their success rather than simply a supervisor. This means proactively identifying potential roadblocks and helping your team navigate them. It also means celebrating progress milestones, not just the final goal. This consistent reinforcement keeps motivation high and fosters a shared sense of victory along the way. Celebrate all wins!
Today, we touched on the importance of effective incentive structure to propel your team members to the next level. Understanding your reports is the key. Authenticity is not enough. Waiting for people to “own” their career growth often leads nowhere. As a lead, it is your responsibility to guide them in navigating the journey. And it starts with taking proactive actions.
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