Create a recognition culture
Don’t overlook the role of recognition. It’s one of the most powerful motivators in effective reward practice. At its simplest, it can be praise for a job well done or a line manager who listens to staff and acts upon their suggestions. In other words, find ways to let people know that their achievements have been recognised and appreciated.
Meet people’s needs
Maslow’s Hierarchy of Needs model is a useful tool for understanding which needs will act as motivators for your employees. In practical terms, if, for example, staff are satisfied with their pay and conditions, you can continue to keep them motivated by offering opportunities for personal development or enhancing existing skills.
Give opportunities to influence
Influence, power and autonomy are also prime motivators. They can also play an important role in effective decision-making. With this in mind, consider what opportunities you can offer your staff for getting involved in and having an impact on your organisational decision making.
Focus on the work environment
This can cover a wide range of things, from flexible working to how people interact with colleagues; from the design and layout of the office environment to giving staff the tools they need to perform their role effectively. It’s worth remembering too that paying attention to these factors can have a positive impact on business outcomes as well as employee engagement and retention levels.
Stay abreast of best practice
Tempting as it is to breathe a sigh of relief when the process is over and move swiftly on, it’s important to take time to review how the ASR went, what went well, what could be done better – and to take account of any new regulatory, economic, political or social changes that may have implications for future pay reviews.
Each year, The Sunday Times 100 Best Companies to Work For identifies the best workplaces in the UK, using methodology developed by workplace engagement specialists Best Companies. You can see their list of critical factors in workplace engagement by clicking here. And for more information on the broader reward landscape, take a look at the CIPD’s 2011 reward management survey