An Employee Program to Regain Trust, Part I
Our company – like so many others right now – has been struggling to make our numbers for the past year. We have come so close to closing at certain points that I thought for sure that come the end of the week I would be out of a job. While I was able to keep my management position I watched many other great employees be let go simply because we could not make payroll; and the rest of us were asked to maintain our salaries without increases and bonuses or even take a pay reduction in the short term. These have been trying times to be certain.
While we- and the economy at large – are by no means out of the woods, we are now holding steady and have taken a collective sigh of relief at least for now. As a manager it has been part of my job to listen to the concerns of our employees and try to keep morale as high as possible during this difficult time so that production does not decrease and we are able to stay effective.
The employees, with good reason, are not sure if they should trust this sudden lull in the layoffs and they are on edge overall. Morale was becoming a big problem and so after careful thought we integrated an employee program into our operations.
Incentive programs offer multi tiered prizes for employees who reach particular goals set out by their employer; these can be sales goals, production goals, safety goals or whatever else the company deems appropriate and worthy of encouraging.
In our case, we didn’t choose a rewards program that was expensive – only those prizes that we could afford. But while the prizes were not extravagant they had a tremendous impact on the morale of our team. More in the next post…
Popularity: 85% [?]