Smart Meetings July 2022 Digital Issue - 26

* * * MEETINGS MBA
Emotions Drive Motivation
Do Your Recognition Programs Tap into (or Ignore) Feelings?
BY MARK SMITH
Mark Smith has been
fascinated by understanding
human behavior and
tangible reward offerings
for over 15 years. He is the
Senior Rewards Director at
One10 and on the Board
of Directors for RPI.
D
id you know the words " motivation " and
" emotion " both come from the same
Latin word movere (meaning to move)?
Even if you didn't, the connection makes immediate
sense. When we feel good, we feel motivated.
When we don't, how often do we get up
for that 6 am run or stay up late to finish a work
project? Not often!
How can your employee recognition program
tap into that link between emotion and motivation
for better results?
Start with your own emotions:
If you're positive, you can create that ripple
effect (both a common metaphor and a behavioral
economics term). It's as simple as a smile.
Just moving those muscles triggers the release
of stress-fighters called neuropeptides. Smiles
also release the hormones that help you relax.
A smiling, relaxed person can create a wave of
positive emotions in others.
Use simple words:
6 Keys to an Effective Program
Effective and clear communications:
Employees can't value what they don't know
about.
Something for everyone:
Recognition is 100% the opposite of " one size
fits all. " Make sure your program aligns with
multiple interests and types of people.
Defined and attainable behavioral goals:
Set the strategy first, and make sure you can
measure the goals. 'Making employees feel
good' is laudable, but not very measurable.
Reachable rewards: If it's too much effort
to earn worthwhile points, people will simply
stop trying.
Great customer service:
A brand = behavior, and what kind of brand
will your organization have with employees if
they can't get help when they're supposedly
being rewarded?
User-friendly platform:
Similar to the need for great customer service,
if it's too painful to redeem the points, people
won't even try.
Incentive Pitfalls to Avoid
Point inflation:
Don't use a point value that masks the advertised
value.
A consumer experience:
If the rewards process feels like a typical online
shopping experience, it results in the same mindset
as cash-something you use to cover costs,
not treat yourself.
Rewarding the wrong people:
Introverts make up half of any workforce, so you
may not notice their role in reaching the goals.
When launching the program to managers,
spend time on who to reward as well as how.
Employees need to feel valued. If they don't,
they won't be an employee for long. A simple,
genuine " thank you " triggers a positive response,
mentally and physically. When people feel appreciated,
they're much more likely to be motivated,
even if it's on a personal level (for their own
boss or co-workers, for example) instead of the
whole company.
Create the culture:
Beyond simple individual human connections-
smiling, making eye contact, saying thank
you-an organization needs to create a positive
culture for employee retention and motivation.
Even if an individual feels valued, a toxic (or
mediocre) culture can sap the morale of the
most motivated employee. Culture needs to be
thoughtfully created and nurtured.
Is culture more important than incentives?
This isn't a one or the other; it's a both/and
solution. Think of what it takes for you to feel
positive and motivated, to feel like you belong
and are valued. That's a complex mix of psychology
that requires a whole recipe, not a
single solution. Incentives are part of that recipe
for employee success.
And points (versus cash) are more motivating.
An Incentive Research Foundation (IRF) study of
1,108 employees found that:
* 64% of respondents liked receiving
redeemable points
* 80% of respondents felt like they got a gift
when they got points.
Points programs work for employees
because they direct them toward an actual gift
versus cash. While cash sounds good, people
tend to spend it on ordinary items, like gas
or groceries, which wipes out the feeling of
being rewarded. For the employer, points work
because you can evaluate progress toward
goals as points are redeemed. You can also
gain valuable insights into employee preferences
by seeing what they choose.
Smart Meetings July 2022 Digital Issue

Table of Contents for the Digital Edition of Smart Meetings July 2022 Digital Issue
