Free Essay

Going Above and Beyond

In: Business and Management

Submitted By Ginny2015
Words 1081
Pages 5
Going Above and Beyond
Lisa Flanagan
HSM/220
7/3/15
Professor Hector Smith Jr.

Human Service workers can use all the motivation they can get, some days are very rewarding, and you meet a great family that is so happy for your help and attention to their problems. Other days, you cannot wait to get home and have a glass of wine and tell someone anyone who will listen about your horrible day. Going above and beyond, will help to even out those bad and good days. This reward program will motivate, excite and help all employees to want to do a better job as well as help to make the job more enjoyable. My idea would be to create a token based program for human service workers. This program would increase retention and moral. Though it still may be an employer’s market (Sankey, 2009), there are still ways to keep good people working for you, and sometimes it is not all about the pay. There are many of the nine factors of motivation that do not have anything to do with pay. For example respect, quality of work, feeling important at work, and receiving praise for a job well done, none of these things cost a company anything. With the token program, workers would be given a set of guidelines that are their baseline or job descriptions, those things listed there would be expectations. Achieving things above and beyond the job description would earn you tokens that could be redeemed for items or raffle tickets for bigger items. Some of the things that may be considered going above and beyond would be taking extra time to find help for a family, maybe exploring nontraditional options. Also picking up the work of another during their vacation time so they do not come back to a pile. Simply asking if anyone needs any help could be above and beyond. But I feel the big one would be follow up, each manager will check case files to see that follow up is being done, whether it be a phone call, home visit or investigative checking. Earning these tokens would not only boost morale and give higher goals and set higher standards, but would also be earning workers promotions based on doing their jobs and going the extra mile. The managers will have more respect for the employees as well as value their importance to the agency. When managers feel the employee has value they become less micro managers and give more freedom to the employees. Could there be monetary rewards? Sure, but those would be given to the employees whose follow up is impeccable and keeps trending upward for a long period of time. A meeting should be held explaining the program and asking for ideas on prizes and raffle items. Getting out into the community they serve would be a great way to kick off the program, and get to know those they are helping. Knowing your clients makes follow up that much easier. The economy is picking up as we all know and no longer are people desperate to work and they are able to be more choosy about where they work and for how much pay and for whom. This creates a great need to retain current employee pools. The need to feel that your job is important as well as rewarding keeps employees looking for the next best thing. Again, it really isn’t always about money, it could be about the personal reward the work gives you. In order for the program to be a success everyone needs to buy in, it is all or nothing. Everyone from the CEO to the cleaning crew at the end of the day need to get involved. First step is to have a meeting and make sure the entire program is explained in detail, with the goals and objectives laid out and understood (Masterson, 1998). Another idea for token redemption could be time off with pay. So in addition to the employees paid time off, they could earn paid hours off by turning in tokens. This would allow for more personal time and add to the moral boost. Family is one of the most important things in all of our lives, and we do not get to spend nearly enough time with them. Earning these extra hours could add to the quality time we get to spend with our families. The tokens could be given for years of service, birthdays, and being nominated by coworkers (Doty, 2009). Being nominated by a coworker or more than one really says a lot about the person, and shows respect and admiration among the workers. The program would need to be kept up, with someone in charge of recording the tokens distributed and tokens redeemed and for what items. Raffle items could be crafts created by the employees, donation items, tickets to sporting events, which also are team building exercises. In addition to the raffle items, tokens can be redeemed for coffee mugs, lanyards, baseball caps that say MVP on them, pins that have years of service on them, paperweights with years of service, the possibilities are endless. Half the fun is coming up with the program and taking everyone’s ideas and rolling them in, so that everyone is vested and care about where the program goes. We rolled out a similar program where I work and the results have been tremendous. We host an end of year party to recognize the MVP’s of each month chosen by their managers, and one of those people become MVP of the year and receive concert tickets, use of a luxury suite and a beautiful jacket with their name on it and the year they were MVP of the year. In the end we all want to be valued and important, and feel we are contributing something to our work, no matter what you do, if it is the job you are going to do for your working life, you better enjoy what you do.

References
Sankey, D. (2009, Aug 29). Rewards programs help retain employees. The Vancouver Sun Retrieved from http://search.proquest.com/docview/243963170?accountid=458
Masterson, P. (1998, Jan 06). Employee reward programs can generate success. Daily Gleaner Retrieved from http://search.proquest.com/docview/412602392?accountid=458
Doty, S. (2009, Aug 08). Employee rewards program to boost local businesses. McClatchy - Tribune Business News Retrieved from http://search.proquest.com/docview/457746884?accountid=458

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