Employee reward and retention-Employee engagement

Everything you wanted to know about employee reward and retentionDR.E.J.SARMA

Learn everything about creating compelling reward strategyREAD FULL DETAILS IN MY NEW E -BOOK –AMAZON KINDLE

THE INVISIBLE HAND-

HOW TO REWARD EMPLOYEES

WITHOUT

KILLING THE MOTIVATION OF OTHERS

What you do to be another GoogleAre you struggling as HR Professional to prove a point

While every company wants to be another Google,

there are few things which Google and few other companies

seem to do very well in creating the “WOW” for employees,

others do not even seem to be able to replicate those ideas.

What you do to be another GoogleI tried to understand the reason behind this and came to the

conclusion that the differentiator is the mindset and sincerity of

leadership combined with lack of depth in the knowledge about

the psychology behind rewards.

What you do to be another GoogleIn Business schools, HR professionals are taught everything about

the intrinsic and extrinsic driving force.

So you want to use that knowledge and want to prove your

competency by initiating the reward system if there is none or by

attempting to change the existing system.

What you do to be another GoogleThe other easiest thing you can attempt is to tinker with

Employee Performance Appraisal system.

Both systems are metaphorically weapons of mass destruction, if

not handled properly.

What you do to be another GoogleWhat they don’t teach in business school is about the obstacles

that come in the way to sell the idea to the top management and

how to build the business case for rewards.

According to Psychology Today, “The study of animal behavior is

a cornerstone of experimental psychology, shedding light on

complex human emotions.”

What you do to be another GoogleThe conditioning experiment conducted in the laboratory

conditions where animals were subjected to reward and coaxed

to repeat a behavior, in some way had relevance to human

behavior and learning.

What you do to be another GoogleThis learning theory appeals to every HR professional for trying

out reward programs without realizing that what works for

animals does not work for humans.

What you do to be another GoogleThere is also evidence in research findings with animals to

indicate that increasing intensity or level of driving force works

up to a point, but it fails to keep enhancing the learning

and performance.

What you do to be another GoogleEven the application of The Yerkes-Dodson law stated an

empirical relationship between arousal and performance. It was

developed in 1908 and described that performance increases

with physiological or mental arousal, but only up to a point.

Unfortunately the finding did not go beyond the laboratory.

What you do to be another GoogleIn work environment, even a simple award program

can have much broader and complex impact on the

individual and collective behavior.

Therefore the need to get a deeper

understanding of the subject is sine qua non.

Learning is continuous

• Read my book on Amazon.in or Amazon.com

• For practical tips

• And enhancing the HR competency

Where to look for

• https://www.amazon.co.uk/Invisible-Hand-EMPLOYEES-WITHOUT-MOTIVATION-ebook/dp/B01N2314V2

• https://www.amazon.in/Invisible-Hand-EMPLOYEES-WITHOUT-MOTIVATION-ebook/dp/B01N2314V2

• https://www.amazon.com/Invisible-Hand-EMPLOYEES-WITHOUT-MOTIVATION-ebook/dp/B01N2314V2

• Thank you.

• Happy reading