Dear all, My name is Vlada,Today, I have a huge announcement for you all. We have to change the direction of our organization and our goal is to implement the quality management.
“We think not about our present, we think about our children’s future.”Our company creates the Suda Gum. As every production, we have a lot of waste product, and we solved this problem. Everyone worked well and in a group.
Now, we have to share with the world, our product and our benefit upon other, that we don’t harm the planet.We have prepared a business plan on which we are going to follow. I set a goal for the company to achieve thirty new customers every week in the three month period of time. To do so, we have to improve something each week, only one thing.Every month we are going to be concentrated on something new.
Month 1: improving our siteMonth 2: improving customer serviceMonth 3: improving speaking skillsMy door is always open. Thanks for listening!There are a number of different reward programs aimed at both individual and team work.1. Variable salary. Variable salary or pay based on work results is a compensation program where part of a person’s salary remains “in question”. Variable salary can be tied to the company’s performance, group results, personal achievements or a combination thereof.
It can take various forms, including bonus programs, promotions, as well as one-time awards for special achievements. Some companies pay lower wages to their employees than competitors, but in return offer different reward programs. But if your requirements are overstated, then these programs will simply be ignored.2. Bonuses. Bonus programs have been used in the American business for some time. They tend to reward individual achievements and are often used in trade organizations to encourage agents to increase their performance. Bonuses can also be used to reward the achievements of the whole group.
In fact, today many businesses have moved from individual bonus programs to those that reward contributions to corporate productivity at the level of a group, department or entire organization.According to some experts, small enterprises interested in long-term benefits should consider another type of compensation. Bonuses / bonuses are short-term motivations. The employee receives a reward for the previous year, not for the long-term achievements. In addition, these programs need to be carefully structured to ensure that they reward the achievements of an individual or group that are beyond the scope of its core functions. Otherwise, they can be perceived as a regular extra charge to wages, and not a reward for outstanding work.
Supporters, however, argue that bonuses are a perfectly legitimate reward for outstanding performance, and they argue that such compensation can in fact be a powerful tool to promote future top-level efforts.Most employees will certainly appreciate the cash bonuses for a job well done, but many people just want to get recognition of their hard work.”Money is no longer the main motivator,” as Patricia Odell writes for Promo. She cites data from the Forum for People’s Performance Management and Measurement, which shows that non-cash awards are more effective in terms of motivation (except for the reward for increasing sales). “The study showed,” Odell writes, “that non-cash compensation programs will work better than money, in such cases as strengthening organizational values and culture, improving teamwork, increasing customer satisfaction and motivating certain behaviors.”To create an effective incentive program for employees, small business owners must separate it from the remuneration program. In this way, we receive an emphasis on recognizing the achievements of employees.
Although recognition can be of monetary value (for example, lunch, gift certificates), money in the “pure form” is not used here.Encouragement has an element of synchronization: the achievement must be noted when it is still fresh in memory. If high performance continues to please the eye, then it should often be encouraged. In addition, like reward, the method of recognition must be in line with achievement. Managers also need to remain flexible in the methods of recognition, as each employee has different motivations. And, finally, people should clearly understand the behavior or action that is encouraged.
Recognition can take many forms. Structured programs can include regular events dedicated to recognizing the achievements of employees: banquets or breakfasts, the nomination “employee of the month / year”, the annual report of achievements of employees, and various honor boards. Informal or spontaneous confessions can take the form of privileges, such as working at home, increasing the lunch break, shifting the schedule. A well-done job can also be rewarded with an extension of the rights and authority of the employee.
Symbolic recognition, in the form of a nameplate or circle, can also be effective provided that it reflects sincere appreciation for hard work. These last expressions of gratitude, however, are much more likely to be perceived positively if they come from a small business owner with limited financial resources. But if such forms of recognition go from owners of prosperous enterprises, then most likely, employees will not appreciate them.Both reward programs and recognition have their place in small business. But, to begin with, company managers must determine the desired behavior of employees, as well as skills and achievements that will support their business goals. And, of course, with the help of reward and recognition of outstanding performance, entrepreneurs will have their advantage over competitors.