6 Non-monetary Rewards that Motivate Employees

They say that money makes the world go around. However, this may not be true all the time, especially when you are talking about motivating your employees.

Based on Maslow’s hierarchy of needs, wages are highly important and usually one of the common motivators. They satisfy the immediate necessities of men such as food, clothing, and shelter. But what is really essential are the needs found on the higher levels, and they are not associated with money.

Here are the six non-monetary benefits you can provide to your employees:

1. Flexibility
It is a mandate for employees to follow their bosses, but if supervisors get all the say, they will immediately feel limited. Workers still require a room where they can voice out their opinion and ideas, as well as the liberty to be versatile on their approaches to conflicts and problems.

You can also emphasize flexibility in terms of work hours. Most of the career people these days are moms and dads who have greater personal responsibilities. To be able to work at their own pace will permit them to take care of all their obligations (both at home and at the office).

2. Recognition
Who does not want to be recognized? Yet many employees are not given even a pat in the back or a handshake by their bosses. If they give employers the privilege to criticize, it is only right for the managers to give away praises.

Recognition can come in different forms. A simple e-mail blast can already do wonders. You may also hold an informal appreciation ceremony for all those who have excelled expectations for a given month.

3. Training
When you train your employees, it means there is plenty of room for them to grow. They don’t have to feel stuck to a routine job. They can look forward to much bigger challenges. Trainings give good types of stress, something that motivates employees to push themselves to the limit. Personally, it gives them a good idea of their own strengths and weaknesses.

Trainings, however, should be in line with the career path the employee wants to take. Otherwise, they cannot use the learning to the fullest. It is best to conduct skill assessment before creating training programs.

4. Belongingness
Sickness is just one of the least causes of absenteeism. It is actually conflict and politics in the workplace that makes workers hate coming to the office. Though most employees understand the employee-manager relationship, it is also important to them that they can sense a feeling of friendship and belongingness.

Take time to come up with team-building activities. It does not have to be very long or tedious. Your team simply has to strengthen trust, respect, and accountability with each other.

5. Chance to Contribute
You can greatly motivate your employees if you can make them feel that the success of your organization also depends on them. You can do this by allowing them to head projects as well as getting their consensus on major decisions that can affect your business and organization.

6. Fringe Benefits
Fringe benefits include additional allowances, leaves, health insurance plans, and other perks that they can enjoy alone or with their loved ones.

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16 Responses to 6 Non-monetary Rewards that Motivate Employees

  1. Staci Foss, SPHR, MBA [JDUSA] says:

    FOOD! Free lunches, doughnuts, bagels, candy bars – always a winner. Recognition is always good, too. People like to know when they’re doing a good job. If you can combine recognition with food, then you’ve got a winner!
    (In case you are wondering, yes, I am overweight – but I’m working on that.)

  2. Ronald Ehrhardt says:

    Leave early on Friday- We set a performance goal for the week and the person that reaches it is rewarded with leaving early on Friday afternoon.

    Recognition- We send out a daily notification on our company instant message system announcing the top performers from the day before. If you want to be noticed by management, getting your name on this list is a great way to do it.

  3. Salome Villaflor says:

    extra day off for excellent employees

  4. Paula Rauenbuehler says:

    Motivation is internal-why we do what we do. Recognition is external-what do we get when we do something. In reality, all motivation is non-monetary, some recognition is non-monetary.

    The most effective way to get results is to design a recognition program that ties in to the individuals internal motivation. If someone is driven by accomplishment, they will work towards promotions in title. While money will come along with this-their driver is not the money, it is the sense of accomplishment. Giving them only money will not work.

  5. Rosemarie McGuire, BA, SHRP says:

    One of the best non-money motivators I have heard about in a long time was an IT company in Australia. They let their programmers once per quarter work on any project with anyone without any management intervention. The only condition they report the results in a party the next day. Guess what? Lots of client solutions and issues are resolved in that one 24 hour period and employees are engaged and the company has seen many solutions, and new products. WIN WIN..

  6. Susan Bailey says:

    One word: Empowerment
    Share you vision and give people the opportunity to determine the path necessary to get there. You will have a happier employees and greater diversity of solutions.

  7. Robert Adrian says:

    The commodity worth more than money is time. I think the best way to show appreciation to an employee is to give them extra vacation(PTO). If it has been a long term sacrifice on behalf of the employee, then a gift certificate to a nice restaurant and the day off would be better; it shows that you are aware of the sacrifice the family is making also.

    Depending on the personality type, public recognition in front of the team may be good.

  8. Alex Davidov says:

    Many companies give benefits like free mobile plan, free gym and so on. But many of the employees want to earn enough money to be able to afford the same things by themselves. The only good non-monetary way I know It’s giving them professional trainings and in future promote persons who were good in that.

  9. Peter Stahl says:

    Personally I would have to agree with both Alex and Robert on this matter. Offering the employee training and/or certification promotes personal growth as well as the inevitable step upwards that comes with a better CV.

    Though in relation to Robert´s entry on time I would like to add that this training/certification could benefit from being conducted on working hours so that time is “given” from the company so to say.

    This combination could then be seen a little more as an investment rather than a costly benefit form the company perspective.

  10. Alex Davidov says:

    Peter, Good point!

  11. Aleksandar Milincic says:

    Non monetary rewards can be effective only if money is not an issue. By that I mean that the employee don’t have to think about how to stretch salary from 01 to 31 in the month. Then other non monetary rewards can become a powerful tool in motivation process. I am agreed with P.Stahl, training and certification in the working time is number one, because improve personal skills and make the employee feel itself like more valued player on the IT market. And second, every kind of reward that makes employee to feel that management takes care about his family and understood effort that he makes by giving family reserved time for the company’s benefit (extra vacation,dinner gift certificate, shopping certificate etc…)

  12. James Kies says:

    As a developer I am far more empowered and motivated by the simple permission to do excellent work. Nothing is more counterproductive than the sky is falling development shop. Excellent, powerful, smart work differs night and day from fast, poorly planned busy work in terms of worth and you get the added benefit of a morale bonus.

  13. Derf says:

    Top executives and management take big $$ cuts in a recession to save engineer jobs is a big motivator.

  14. chris lee says:

    That is it exactly because even when the salary is no all that good, one can work with the presence of the six points.

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