How deploying a modern employee rewards service platform improves motivation and productivity.
Research on motivation makes it clear: performance and retention happen when employees and managers perceive a sense of progress in an enriching job role.
Supporting constant perceptions of achievement and psychological growth among your modern workforce is no easy task. But, the cost of absenteeism, violation of safety rules, errors, and turnover makes it essential to have an engaged workforce.
The availability of cloud-based reward platforms and new understandings of employee motivation and job attitudes have created an opportunity for companies to meaningfully engage their modern workforce.
Simply selecting a rewards provider is not enough. It’s how you deploy your program that drives results. Furthermore, it’s how leaders and managers use the art and science of motivating to improve their organization.
This article does two things: 1) Describe the best ways to deploy cloud based employee rewards programs and 2) Describe how to apply theories on motivation and productivity to everyday practice.
Successfully deploy cloud-based rewards as a service
The success of Software as a Service (SaaS) is dependent on what happens after implementation. Maximizing the benefits of cloud computing, gaining a source of differentiation and competitive advantage, is dependent on deployment success.
According to 314 survey questionnaires from organizations adopting cloud computing, deployment success and performance was based on trust between cloud service providers and client organizations.
Interorganizational trust and coordination with cloud service providers lead to the exploration of new ideas, achieving shared goals, transferring resources, limited perceptions of opportunistic behavior, and lower transaction costs.
Interorganizational trust combined with managerial capabilities (the ability of managers to coordinate activities associated with the implementation), and technical capabilities (infrastructure equipment) lead to cloud computing deployment success.
These factors make the difference for SaaS deployment that creates competitive advantage and true differentiation for your organization.
Deployment of a successful employee rewards program requires managerial capabilities in applying motivational theory to improve workforce engagement and commitment. We cover this next.
Rewarding progress and achievement
Studies show achievement and making progress during the work day results in motivation and performance. Making progress has a significant effect on fulfillment and mood at the end of the workday.
While managers and employees know when they make progress on a project or deadline, rewards and recognition can boost this positive effect. Furthermore, rewards and recognition can identify progress that often goes unnoticed. These are missed opportunities to improve motivation.
Amabile and Kramer (2011) conduct a longitudinal study comprised of 12,000 end-of-day surveys from twenty-six project teams from seven companies, comprised of 238 individuals. At the end of each day researchers asked employees their mood and what happened during the work day.
They find employees perform best, are more productive and creative, when their inner work lives are positive (i.e. feel happy, intrinsically motivated by the work itself, and have positive perceptions of the organization and their co-workers). What accounts for positive inner work life?
According to the end-of-day surveys, taking a step forward and making progress during a workday occurred in 76% of people’s best-mood days.
“Making progress” doesn’t mean reaching a long-term goal by default. Many of the progress events reported by employees were minor steps forward, but they had a significant impact on positive inner work life. Twenty eight percent of incidents that had a minor impact on the project itself had a major impact on employees’ feelings about it.
“Because inner work life has such a potent effect on creativity and productivity, and because small but consistent steps forward, shared by many people, can accumulate into excellent execution, progress events that often go unnoticed are critical to the overall performance of organizations” (p. 75).
Making progress during the work day is the number one contributor to motivation, positive inner work life, and engagement. Using a modern rewards and recognition platform, progress events that are impactful productivity don’t have to go unnoticed.
The operation of the progress principle, the boost in productivity and creativity, can be amplified by recognition because it signals employees are important to the organization (Amabile and Kramer, 2011).
To amplify the progress effect your employee rewards platform should be simplify and streamline the sending the process. It should be agile, giving managers the ability to send rewards and recognition of progress quickly during the workday.
Empower your managers, improve organizational structure
A recent Forbes article argues, “When it comes to employee engagement, rather than more training or more surveys or other responses, could we not generate better results by spending more time helping our managers help their own people succeed?”
A modern employee rewards platform can benefit more than just the recipients. Modern rewards service platforms can improve organizational structures and job roles, leading to perceptions of progress and steps forward for managers.
Modern employee reward platforms bypass clumsy, manual processes involving multiple departments in the sending and tracking of employee rewards.
Amabile and Kramer (2011) categorize “best day” events as catalysts or nourishers. The former referring to actions that support work (e.g. setting clear goals, allowing autonomy, providing sufficient resources and time, and allowing the free exchange of ideas), the latter referring to recognition, encouragement, emotional comfort, and opportunities for affiliation.
Your employee rewards platform is a catalyst. Rewards service platforms simplify the sending of rewards and recognition, giving managers autonomy, sufficient resources, and time savings. They can develop their rewarding techniques, save time in the sending process, and scale their program. That’s progress.
Sending rewards should be simple and easy so managers can focus on improving their organization.
Renowned American psychologist Frederick Herzberg conducted a job enrichment study where a selected work team was given additional authority, removing some controls while retaining accountability, enabling them to become experts, and increasing accountability for their own work. These motivator factors lead to higher performance accuracy, higher rates of promotion, and lower absenteeism.
By allowing managers to become experts reward strategies, they can build intrinsic motivation for their job.
The modern way to reward employee is putting responsibility and capability in the hands of managers. Lightweight, cloud based software makes this happen with digitally redeemable rewards.
For more information on Tango Card’s employee reward solutions click here.