Reward Solutions

Rewards can be used in the workplace to motivate your employees to work more diligently and productively to help the business meet its goals.  The reason this is important for you is because the more motivated your employees are, the higher their morale and the greater their output.  Motivated employees give their best and are loyal and committed to their employer.  You will see the parallels with employee engagement and innovation.

Motivation is simply the driving force behind our actions.  If you can understand a bit more about why people do what they do, you can apply this to your employees (and customers purchasing your goods or services!).

Rewarding your employees is not just about paying them more money!

What is Going to Motivate my Team?

Pay is going to be important in rewarding and motivating your workers, but there is a lot more to it than just money.  As human beings we have a bunch of common needs in addition to our individual needs.  Humans are motivated to meet their needs and expect them to be met in the workplace.  If we are aware of human needs and how they fit together this gives us a basis to use to motivate our workers.  Really what we are trying to do is find ways for our workers to give us their best efforts.

It is worth taking the time to read the guide below to understand some of the fundamentals of motivation, how they interrelate and why they are useful tools for businesses.

Fundamentals of Motivation Guide

Financial and Non-Financial Rewards

The motivation tools can be translated into a combination of financial and non-financial rewards to be used at work.

Maslow’s hierarchy can give us:

ERG Theory tells us we will need to focus on satisfying more than one of our employees needs at a time to motivate them.  It tells us if we don’t provide growth and advancement opportunities employees will be motivated by relatedness needs instead such as socialising and if there are issues with meeting this need then they will focus on existence needs such as money instead.

Herzberg’s theory tells us that if we don’t put in place hygiene factors such as those below we can expect dissatisfaction in our workforce.  To motivate employees, we need to provide motivational factors as those below.  Factors that motivate are inbuilt in the work itself, they arise from inside the person, so have a strong effect.  Whereas hygiene factors are provided externally.  This explains why pay only tends to have a short term positive effect on motivation.


Collaborating Trade Associations and Affiliates

Furniture Makers Company
British Institute of KBB Installation
British Furniture
The British Contract Furnishing Association
The Kitchen Education Trust
THe Association of Master Upholsterers
National Bed Federation