REWARDS

“Mommy, look at me,” says the little boy.  He is doing something he deems new or very special, and wants recognition from a most important person in his life.  Recognition and rewards are a part of life almost from the start.  To create and build a motivated team, you should continue the practice of rewarding your people for the successes, and near-successes they achieve in your work space.  This post is another in the series on offering ideas on how to improve operations at your club.

  The team looks at the manager as their leader.  He or she is the person all want to look up to for direction, focus, and recognition.  When the leader calls out a staffer for an act well done, they lift not only that person, but they also get the good people on the team to strive for that same feeling: that special feeling of being recognized by a very important person in their lives.  Although a rewards system can have long term positive effects, it can also cause hurt feelings, embarrassment and demotivation.  A rewards system should be planned out, with a budget set.  Know often, it is not the size of a reward, but the act of being noticed and thanked by the leader that can be most valuable.

  Here are 5 thoughts on rewarding the team in order to build morale and loyalty from among your people:

1. Know your people.  Some people may want to be recognized at a meeting with the team, while others may want a moment just with the boss
2. Set a budget.  Based on the act, a reward can be a $25.00 gift card, a weekend off with pay, or a paid car rental.  The reward must have value in their eyes.  Awarding a $5,000 vacation to a staff member living check to check is a poor choice.  Reward to win!
3. Be out there.  The team wants to be noticed by the boss.  Getting out from behind the desk to watch the team work during busy hours is critical to the programs’ success.  When you witness a special act, it makes it very important for the staffer, and the entire team
4. A thank you note for a small but valuable act might at times be the best kind of reward.  Writing personal thank you notes to your team shows them you care, telling them they are far more than an employee number
5. Rewards should be special, not expected.  Create a system where you honor acts, based on the goals you set, and the work values you communicate.  Recognizing these points will show all you are a good and consistent leader.

  A rewards system can be a part of a strong operations plan for your club.  As with other parts of your business it should be managed and measured.  As important, it will need to be changed from time to time, in order to remain a special part of your plan, and not an expected series of acts.  A good idea is showing people their work matters, and their extraordinary acts are truly appreciated.  Communicate your goals and values often.  Build a consistent program, and always be on the lookout for service that you deem of high value.  Being noticed has it rewards……for everyone.

Jack Dillon authors the highfives series.  Jack is a golf shop expert.  He is an Advanced Communcator and member of Toastmasters International.  You can reach Jack at highfives81@yahoo.com, or at 407-973-6136.  Jack lives in Orlando and is Senior Director at Volvik USA.