Seniors,
We had a quality program in place where we appreciated quality employee.
However this program had its own pros and corns.
I need to redesign the entire program and so need some suggestions.
Please help me with ideas as to how can we appreciated and reward our own employees.
Looking forward to great solution’s and suggestions.
From India, Mumbai
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1We had a quality program in place where we appreciated quality employee.
However this program had its own pros and corns.
I need to redesign the entire program and so need some suggestions.
Please help me with ideas as to how can we appreciated and reward our own employees.
Looking forward to great solution’s and suggestions.
From India, Mumbai
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Hi Shweta,
You can design some appreciation certificates and trophies for them. Also, it would be good if you invite their immediate families like spouse, father, mother, or in-laws to the award ceremony and felicitate them. The employee morale will be high, and the employee will be motivated and feel respected for his/her work.
Regards,
Tapan
Indore
From India, Hyderabad
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You can design some appreciation certificates and trophies for them. Also, it would be good if you invite their immediate families like spouse, father, mother, or in-laws to the award ceremony and felicitate them. The employee morale will be high, and the employee will be motivated and feel respected for his/her work.
Regards,
Tapan
Indore
From India, Hyderabad
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Dear Shweta Malhotra,
I highly recommend that you consider featuring a prominent photo of the individual who has been performing well. Additionally, you should acknowledge their achievements with certificates, gift coupons, dinner vouchers, recognition papers, verbal praise, a personal acknowledgment from the CEO, family greetings, and more.
Thank you.
From India, Bangalore
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I highly recommend that you consider featuring a prominent photo of the individual who has been performing well. Additionally, you should acknowledge their achievements with certificates, gift coupons, dinner vouchers, recognition papers, verbal praise, a personal acknowledgment from the CEO, family greetings, and more.
Thank you.
From India, Bangalore
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Hi Shweta Malhotra,
It is good to bring out quality people through quality appraisal. Try to design your quality objectives as a continuous process. After the final process, you can award a good certificate signed by the top of the pyramid. Allow them a photo with the leaders and a trophy. The objective of your entire program should always aim to inspire other peers to strive for awards in the future. Facilitate them by providing study prospects aligned with your business.
Regards,
Naresh
From India, Hyderabad
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It is good to bring out quality people through quality appraisal. Try to design your quality objectives as a continuous process. After the final process, you can award a good certificate signed by the top of the pyramid. Allow them a photo with the leaders and a trophy. The objective of your entire program should always aim to inspire other peers to strive for awards in the future. Facilitate them by providing study prospects aligned with your business.
Regards,
Naresh
From India, Hyderabad
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Hi Shweta,
There are some excellent suggestions given by members. I would like to add a few more to it.
Implementation:
- Formulate a policy and ask departmental heads to provide the standards. This is to be circulated to all employees so that the benchmarks and assessment policy are clear to all.
- Ensure that the policy is not skewed in favor of an exceptional candidate. One way to do that is to state that no one can get the award consecutively.
Appreciation and Rewards:
- Use all means of communication to ensure that the appreciation and reward are widespread. That is a sure means of motivating the employee and the colleagues to aspire to win the award. Use the notice/bulletin boards, the internal email system, and your website to publicize the awards. If you have a house magazine, give the ceremony adequate coverage in that too.
- A memento and certificate are a must. Be creative in the choice of memento - it can be a small plaque and a book/silver coin/an iPod/a pen drive/a photo frame, etc.
- Depending on what scale you have the award function, you can have close family members being invited for the event. Arrange for a suitable photoshoot and a possible video shoot so that the employee can upload it on YouTube.
- At the award function, you can have a superior, a subordinate, and a different departmental head say a few words about the award winner.
Trust these suggestions will help you revamp and redesign the system more effectively.
In case you are interested in some Motivational and Inspirational material, with practical tips on implementation in daily life, I invite you to visit the following blogs:
www.actspot.wordpress.com - Daily Blog
www.poweract.blogspot.com - Weekly Blog
Regards,
Jacob
www.actspot.com
From India, Mumbai
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There are some excellent suggestions given by members. I would like to add a few more to it.
Implementation:
- Formulate a policy and ask departmental heads to provide the standards. This is to be circulated to all employees so that the benchmarks and assessment policy are clear to all.
- Ensure that the policy is not skewed in favor of an exceptional candidate. One way to do that is to state that no one can get the award consecutively.
Appreciation and Rewards:
- Use all means of communication to ensure that the appreciation and reward are widespread. That is a sure means of motivating the employee and the colleagues to aspire to win the award. Use the notice/bulletin boards, the internal email system, and your website to publicize the awards. If you have a house magazine, give the ceremony adequate coverage in that too.
- A memento and certificate are a must. Be creative in the choice of memento - it can be a small plaque and a book/silver coin/an iPod/a pen drive/a photo frame, etc.
- Depending on what scale you have the award function, you can have close family members being invited for the event. Arrange for a suitable photoshoot and a possible video shoot so that the employee can upload it on YouTube.
- At the award function, you can have a superior, a subordinate, and a different departmental head say a few words about the award winner.
Trust these suggestions will help you revamp and redesign the system more effectively.
In case you are interested in some Motivational and Inspirational material, with practical tips on implementation in daily life, I invite you to visit the following blogs:
www.actspot.wordpress.com - Daily Blog
www.poweract.blogspot.com - Weekly Blog
Regards,
Jacob
www.actspot.com
From India, Mumbai
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The suggestions given by members are good and effective (in my experience). My suggestion is:
You will have to take into consideration all the persons who are affected by this quality program. In fact, any QP should involve EVERYBODY in the organization.
You must examine if senior persons in the management cadre, up to the Very Big Boss, are committed to the QP or is it just lip service. How much interest are they showing in these kinds of activities? Are they "walking the talk" or not?
To beat the blues, initial effective communication to all must be given about the QP and very clearly told "what is in it for them" (because people are the only vital assets).
Every QP has pros and cons, as you said. You will have to critically do some serious thinking and research what are the good things that the QP has and what are the things that are not working (a kind of SWOT analysis). Try to work your way through the strengths, making an effort to reduce the shortcomings or circumventing them.
From India, Delhi
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You will have to take into consideration all the persons who are affected by this quality program. In fact, any QP should involve EVERYBODY in the organization.
You must examine if senior persons in the management cadre, up to the Very Big Boss, are committed to the QP or is it just lip service. How much interest are they showing in these kinds of activities? Are they "walking the talk" or not?
To beat the blues, initial effective communication to all must be given about the QP and very clearly told "what is in it for them" (because people are the only vital assets).
Every QP has pros and cons, as you said. You will have to critically do some serious thinking and research what are the good things that the QP has and what are the things that are not working (a kind of SWOT analysis). Try to work your way through the strengths, making an effort to reduce the shortcomings or circumventing them.
From India, Delhi
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Hi friend,
Redesigning the complete process is actually a tough thing to do, but yes, it is necessary as there should be a change. The best approach is to ask your employees about the type of rewards or the things they require to perform very well. Try using the Expectancy Theory to understand the kind of response they provide. Then, analyze and design the structure according to their requirements as they are the ones involved and should receive the rewards. It may be challenging, but it will lead you to the correct answer and a permanent solution.
I hope this helps! Let me know if you need further assistance.
From India, Hyderabad
Acknowledge(0)Amend(0)
Redesigning the complete process is actually a tough thing to do, but yes, it is necessary as there should be a change. The best approach is to ask your employees about the type of rewards or the things they require to perform very well. Try using the Expectancy Theory to understand the kind of response they provide. Then, analyze and design the structure according to their requirements as they are the ones involved and should receive the rewards. It may be challenging, but it will lead you to the correct answer and a permanent solution.
I hope this helps! Let me know if you need further assistance.
From India, Hyderabad
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Dear Ms. Shweta,
Irrespective of the type of industry you are in, there are some generic ways to appreciate quality efforts, whether from individuals or groups. A proactive measure is to take the reward to the employee's home and hand it over in front of their family members (or friends in case of employees staying without families). This will not only boost the morale of the employee but also bring a sense of belonging to the family members. The organization gains a lot of goodwill in the process.
If the employee's birthday or anniversary is close by, then capitalize on the occasion.
Thanks and Regards,
Sudheendra
From India, Kochi
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Irrespective of the type of industry you are in, there are some generic ways to appreciate quality efforts, whether from individuals or groups. A proactive measure is to take the reward to the employee's home and hand it over in front of their family members (or friends in case of employees staying without families). This will not only boost the morale of the employee but also bring a sense of belonging to the family members. The organization gains a lot of goodwill in the process.
If the employee's birthday or anniversary is close by, then capitalize on the occasion.
Thanks and Regards,
Sudheendra
From India, Kochi
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Shwetha,
It seems like you are looking for a quick fix. The Quality Champ Programme should be top-driven, and everyone should know that management wants it that way. Just rewards and certificates won't help. Please make it a JOSH Programme and start from mission statements to show the way.
Rajaraman
From India, Coimbatore
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It seems like you are looking for a quick fix. The Quality Champ Programme should be top-driven, and everyone should know that management wants it that way. Just rewards and certificates won't help. Please make it a JOSH Programme and start from mission statements to show the way.
Rajaraman
From India, Coimbatore
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