Are you truly happy at work?

Motivating workers is about more than salary

Business HandshakeHow do you motivate people in the workplace? What managerssay motivate workers and what really motivates them are two different things entirely.

Gallup did an exhaustive poll where they asked 1,000 people every single day for almost four years about their jobs. What emerged is that people feel worse about their workplace today than ever before, and that’s regardless of age and income, according to what I read in The New York Times. No surprise there.

Meanwhile, research out of Harvard found that managers think the way to show workers their appreciation is in their paycheck and with bonuses. But as anybody who has taken a management course will tell you, pay is only a dis-satisfier, it does not make people happy.

What really matters is making it possible for your employees to shine and to feel like they’re valued. And to tell them specifically why they’re valued.

I always laugh when managers get up at meetings and say, “Everybody on the team, you just did a great (fill in the blank)…” like they’re some kind of football coach! That’s not the way to motive workers. You need to recognize people individually for their dedication and initiative. That’s what creates the desire to do more.

I’ve always said companies that romance their workers end up with workers that romance their customers. Treat employees with dignity, give them responsibilities and trust them to make good decisions…and they’ll make you more money!

-Written by Clark Howard

In economic terms, the multiplier effect refers to the proportional increase or decrease in final income that results from an injection or withdrawal of capital. In terms of Safety Reward Programs, the multiplier effect might refer to the ROI² (Return on Incentive Investment). A properly structured program significantly impacts overall employee engagement and safety culture, where employees are attuned to safety-related issues, inspired to display “Above & Beyond” safe behaviors, willing to be safety ambassadors, and encouraged to promote learning and support continuous improvement. Such best-in-class programs are designed to promote group objectives and reward individual behavior, engaging, motivating, and rewarding the people behind your success.

Fortunately, there are thousands of companies in high-risk industries that have excellent safety programming, training, and coaching in place. Many include safety in their list of core values and have invested heavily in EHS (Environment, Health, and Safety) technology, training, telematics, and personnel. However, too many miss the opportunity to incentivize and recognize individual safety contributions, behaviors, and performance.

Programs featuring tangible and experiential awards as the reward currency can have a multiplying effect that pays dividends. Benefits include a more highly engaged workforce, fewer accidents and incidents, reduced claims and losses, lower turnover and absenteeism, better communication, increased productivity, visibility to leading and lagging indicators, incremental coaching and training opportunities, and improved profitability.

So, what’s the rub? Are engagement programs focused on employee safety, health, and wellness expensive to implement? Do they only make sense for companies with thousands of safety-sensitive workers? The answer to both questions is no. Properly structured programs can be cost-effective and right-sized for companies with as few as 100 safety-sensitive workers up to those with 10,000 or more. The ROI² of these programs can be expressed as a ratio (in this case, 4:1), with quantitative results showing a savings of $4.00 for every $1.00 invested and qualitative results revealing higher employee morale, which serves as a catalyst for productivity. Safety Reward Programs help to mitigate risk, elevate employee engagement, and improve overall safety culture. They also present an excellent opportunity for companies to simply say thank you to their employees for being safe, committed, and engaged.

People have an inherent need to know that their efforts do not go unnoticed. Safety Reward Programs provide the stimulus and energy that encourage employees to perform at their best and achieve new heights.



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