“The deepest principle in human nature is the craving to be appreciated.”
– William James
The desire to feel appreciated, recognized, and rewarded is a fundamental human need. In the workplace, appreciation plays a crucial role in boosting morale and and motivating employees. A successful business hinges on its ability to attract, retain, and nurture talented employees. Achieving this requires a deep understanding of the diverse needs, interests, and goals of the workforce, which may not always align with the organization’s objectives. To bridge this gap, offering tailored incentives can be particularly effective. These incentives, whether financial or non-financial, help align employee goals with those of the organization and can significantly boost performance. Incentives can motivate up to 66% of employees to remain with their company and increase overall performance by 44% (Paul, 2024).
During festive seasons, appreciation and rewards take on added significance. Many organizations have structured reward systems in place, offering bonuses, gifts, or extra time off based on performance, experience, or specific roles. However, it’s essential to recognize that not all employees may fit the traditional criteria for rewards, yet they too deserve recognition. Tailoring incentives to include everyone, regardless of their role or performance level, can help foster a sense of belonging and motivate employees across the board.
In India, it is common for organizations to celebrate festivals by distributing gifts and hosting events. These celebrations, which cater to a variety of cultural and social backgrounds, can be both exciting and overwhelming for employees. A thoughtful approach to festive rewards can transform these celebrations into opportunities for team bonding and enhanced motivation.
Diverse Approaches to Festive Rewards
- Focus on Inclusivity:
Employees come from diverse backgrounds, including different ethnicities, genders, sexual orientations, physical traits, religions, ages, and socioeconomic classes. Sometimes, organizations focus primarily on the majority population, for example, only offering binary gender options on a Google form when arranging a trip during festive days. Offering inclusive and thoughtful rewards during these times demonstrates respect for employees’ diverse beliefs and values, thereby strengthening their connection to the company.
- Emotional Support During Festivities:
Festive seasons can bring a mix of emotions. Employees may face financial pressures or miss their loved ones. Offering them emotional support, recognition, and valuing them is particularly helpful during this time. Research shows that social recognition and status can significantly boost employee motivation, even in the presence of other rewards (Neckermann and Kosfeld, 2008).
- Respect Employee Preferences:
In addition to offering rewards, it is important to understand and respect employees’ preferences during this time. For example, respect choices such as not engaging in social celebrations at work, and normalize celebrations either with or without family.
- Herzberg’s Two-Factor Theory:
Herzberg’s Two-Factor Theory offers valuable insights for motivating employees during festive periods by distinguishing between hygiene factors and motivation factors:
- Hygiene Factors:
These are basic needs that prevent dissatisfaction when fulfilled but do not necessarily increase motivation. Salary, company policies, and job security are a few examples. During festive seasons, providing bonuses or ensuring fair holiday scheduling are examples of hygiene factors that prevent dissatisfaction.
- Motivation Factors:
These are elements that lead to higher job satisfaction and significantly boost motivation, such as recognition, meaningful work, and achievements. During festive periods, motivation can be significantly enhanced by offering personalized festive gifts, additional time off, and festive celebrations.
Conclusion
Tailored festive rewards play a vital role in boosting employee morale and motivation. By understanding and addressing the diverse needs and preferences of employees during these culturally significant times, organizations can create a more inclusive and supportive work environment. This approach not only enhances employee satisfaction and engagement but also aligns their personal goals with the organization’s success, creating a thriving workplace.
References
- Effects of monetary and Non-Monetary incentives on employee’s performance. (2024). Management Journal for Advanced Research, 4(1), 68–72. https://doi.org/10.5281/zenodo.10691486
- Kosfeld, M., & Neckermann, S. (2011). Getting more work for nothing? Symbolic awards and worker performance. American Economic Journal: Microeconomics, 3(3), 86–99. https://doi.org/10.1257/mic.3.3.86
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