Rewarding Employees

Based on the stage at which each employee functions, managers can tailor rewards to effectively motivate each individual. Time off for rest and relaxation might address basic physiological needs. Increased health benefits might be a reward for someone at the Safety/Security stage. Being included in meetings and decision making might motivate an employee who values belonging and social needs. Ego-driven employees can be rewarded with an “employee of the month” award or some other form of formal recognition. Finally, those seeking self-actualization will feel rewarded with fulfilling and challenging work.

Guidelines for Praise

Praise is a free, effective way for managers to motivate and reward staff. Praise can come in a number of forms, from an e-mail complimenting the employee to verbal recognition in front of the employee’s peers, such as at a staff meeting. Managers should follow a few guidelines when praising staff:

1. Be specific. Instead of saying, “Good job!” try, “I really appreciate your extra efforts to visit the HOA last night.” This allows the employee to know exactly why you are recognizing him or her and will most likely encourage that employee to perform that task well again in the future.
2. Link the performance to the accomplishment of overall goals. Praise can be especially effective when the employee sees a link between his or her performance and the success of the entire property. Here is an example: “Your recommendation to use a different contractor for landscaping services really helped us meet the budget for the property this year.”
3. Express confidence that the employee can duplicate the behavior. The employee is more likely to repeat the achievement when the manager emphasizes that the individual can do it again.

“I’m confident that you will keep up the good work in this area.”

“I’m looking forward to seeing next month’s maintenance report as well.