How we will make sure Managers are not baised towards their team whem they are rewarding. also wanted to know the criteria for rewards and recognition.
From India, Hyderabad
From India, Hyderabad
Dear Deepika Tomar,
Your question is "How we will make sure Managers are not biased towards their team when they are rewarding?" The replies are as below:
a) To avoid bias, create a robust policy on Rewards and Recognition. A format of the citation for the junior should be provided in the policy.
b) The policy should clearly specify the attributes on which the reward or recognition will be done.
c) The citation should specify the actual achievement in numbers. It should not mention personal qualities like "hard worker and dedicated", "sincere", "a good team worker", "an asset to an organisation" etc.
d) The citation forwarded by the HOD should be evaluated by the committee. The decision should not be taken by one person only.
e) The policy on reward and recognition should consider the contributions of the supporting departments as well. If forever the rewards are given to the employees from a particular department, it may demotivate the employees from the supporting departments and they could start living in a world of self-denial. They may think that their role in the company is to clap for others and they will never hear claps from others for them!
f) The attributes of selection should be comprehensive but not permanent. If the employee has done misconduct and was awarded a punishment, then his candidature for the reward and recognition programme should be withheld for a limited period and not forever.
g) Availing of earned leave should not negate the employee's chance to get a reward or recognition.
Thanks,
Dinesh Divekar
From India, Bangalore
7855Your question is "How we will make sure Managers are not biased towards their team when they are rewarding?" The replies are as below:
a) To avoid bias, create a robust policy on Rewards and Recognition. A format of the citation for the junior should be provided in the policy.
b) The policy should clearly specify the attributes on which the reward or recognition will be done.
c) The citation should specify the actual achievement in numbers. It should not mention personal qualities like "hard worker and dedicated", "sincere", "a good team worker", "an asset to an organisation" etc.
d) The citation forwarded by the HOD should be evaluated by the committee. The decision should not be taken by one person only.
e) The policy on reward and recognition should consider the contributions of the supporting departments as well. If forever the rewards are given to the employees from a particular department, it may demotivate the employees from the supporting departments and they could start living in a world of self-denial. They may think that their role in the company is to clap for others and they will never hear claps from others for them!
f) The attributes of selection should be comprehensive but not permanent. If the employee has done misconduct and was awarded a punishment, then his candidature for the reward and recognition programme should be withheld for a limited period and not forever.
g) Availing of earned leave should not negate the employee's chance to get a reward or recognition.
Thanks,
Dinesh Divekar
From India, Bangalore
How much budget company should give for Reward & Recognition , and how we will allocate the Budget to the departments . what will be criteria for Reward & Recognition for IT Firm
From India, Hyderabad
From India, Hyderabad
Also, wanted to know how much industry specifically IT companies allocating Budget for Reward & recognition, and how the budget will be allocated for different departments.
From India, Hyderabad
From India, Hyderabad
Hi,
This will vary from Organization to Organization based volume of man power/ project in hand/ future projects in pipeline/ ready availability of resources in the market etc.
For large scale industries it might be 1% to 2% of the total remuneration. It is just a tentative number.
From India, Madras
This will vary from Organization to Organization based volume of man power/ project in hand/ future projects in pipeline/ ready availability of resources in the market etc.
For large scale industries it might be 1% to 2% of the total remuneration. It is just a tentative number.
From India, Madras
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Retaining Your Employees - Using Respect, Recognition and Rewards For Positive Results.pdf
Rewards & Recognition.doc