Many of our UK clients are finding it hard to recruit, reward and retain good people. Inflation is surging, household budgets are stretched, and the labour market is tight. Unusually, there are too many jobs chasing too few people. Flexible working, home working, hybrid working, four-day weeks, joining bonuses, and other innovations are just some of the “headline” ways that employers are trying to cope.
As consultants, we’re seeing the effects at first hand. More and more clients want us to provide resources they simply don’t have. We help them tackle new projects, coaching and mentoring their in-house staff. We provide concentrated part-time resource (the Operations Director that isn’t yet a full-time role). And we help them to develop a whole range of reward, recognition and incentive programmes.
Growing businesses often find that their payment and bonus systems become opaque, demotivating and no longer fit for purpose. In urgent cases, we can often recommend simple, transparent systems to relieve some of the pressure points. This buys time to follow up with a more nuanced and effective approach, yet still keeping it simple and transparent. Most importantly, the new systems need to be seen as fair, and reward the right actions and behaviours. Simple grade structures, payment for skills schemes, group productivity programmes, and individual performance reviews are all part of the arsenal! If you find your own organisation struggling with the “three R’s”, simply drop an email to info [at] nicholsonconsultancy [dot] com, and find out how we can help…
The vast majority of people like to do a job well, and they like to be recognised when they’ve done a good job.
Unfortunately it’s too easy to overlook this important act – we might feel that “they get paid for it so why do they need thanking as well”, or we might not feel comfortable giving praise and recognition.
Here are a few ways to make sure that we recognise people’s efforts effectively:
The recognition has to be appropriate for the individuals concerned. Some people would love to receive an award from the Chief Exec on stage in front of an audience of thousands. Other people would be horrified at the very thought of such a public display. Make sure that the type of recognition will be appreciated by the individual(s) concerned. The same rules apply as for a gift – show that you know the individual and that you know what they would value.
The recognition has to be genuine. You need to understand exactly what the good job was, and why it deserves recognition. And don’t overdo it, or do it automatically. A routine, unthinking “thank you” every day becomes meaningless – like the dreaded “Have a nice day!” that’s churned out automatically.
And finally – particularly when you want to recognise the efforts of a team rather than an individual – get creative and make it fun!