employee rewards, also known as rewarding employees and employee rewards, refer to material or spiritual rewards for employees with outstanding performance, and are an important part of employee reward and punishment management.

The ways of rewarding staff can be divided into economic material rewards and non-economic spiritual rewards. Bonuses belong to economic rewards, but although money is attractive, we can't ignore the cooperation of non-economic spiritual rewards.

1. Economic reward

Economic reward is a direct reward for giving bonus, because money can satisfy desire, and bonus becomes an inducement to trigger work motivation, and there are also indirect monetary rewards, such as welfare, insurance and pension. Generally speaking, the economic bonus method is the most common in the catering industry, but it is not the most effective, because the non-economic spiritual reward can also stimulate the morale of employees.

2. Non-economic rewards

Non-economic rewards refer to spiritual rewards other than money. Generally speaking, they include the following items:

(1) Public praise

For example, employees with excellent work performance are publicly praised and certificates are issued. Public praise? You can praise it at the meeting or in internal publications.

(2) Administrative Rewards

Employees with excellent work performance are given administrative rewards, which can be used as the basis for extra points such as performance appraisal and promotion.

(3) job promotion

It is also a kind of reward to promote employees with excellent performance to higher positions, so that they can obtain higher status and treatment, and feel more fulfilled and U] belong to their work.

1. concreteness

that is, rewarding specific people and jobs should make people understand why and how to win the prize.

2. Timeliness

Awards will be given whenever achievements are made, which can stimulate lasting work enthusiasm because the boss often cares about his work.

3. Extensive

After all, there are only a few people who have won heavy prizes, and a large number of people who think they deserve it but don't get it will feel frustrated. Small-scale symbolic reward is a positive goal of celebration and recognition, and should not be the focus of contention, so the scope of reward should be expanded as much as possible.

4. Regular

Regular rewards often lose their effect because people can make predictions about them. Unpredictable intermittent rewards will have a better effect, and people will always work hard to get rewards.

5. Caring

Pure material stimulation will never last long, but when managers spend precious time caring for their subordinates, it should become a powerful means. Caring is more important than the reward itself, which is often said to be more "human".

6. Diversity

Besides material rewards, there should also be spiritual rewards, such as giving honorary titles, recognizing people's individuality and independence, protecting innovative work, promoting them to more important jobs, and giving them opportunities for further study.

7. Openness

Awards should be given one by one, while secret awards (such as red envelopes) are easy to produce mystery, increase mutual suspicion, and affect the enthusiasm and unity of the work. Moreover, winners can only make vertical comparisons with themselves, which is not easy to create an atmosphere of striving for the top.

8. Rationality

Reward for merit, with high merit awards and low merit awards, and reward those who have made great contributions, which can encourage people to make greater contributions. If the reward is improper, it is better not to award the prize for small achievement or small achievement.