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Anyone who is responsible for choosing to single out employees to
receive awards must realize that they have a certain amount of power
over their colleagues. Ethics should be the hallmark of any company rewards program. Anyone who is responsible for choosing to single out employees to receive awards must realize that they have a certain amount of power over their colleagues. Their actions can cause certain individuals to really excel and strive for even greater improvement in the future. Unfortunately, their actions can also severely discourage employees, leading to problems for the company down the line. Anyone who has the power to present awards on behalf of the company should realize that their actions can both help and harm both the employees and the company. When the power to give awards is used wisely you can create employees that are happier and more motivated to provide excellent service to the company. When the power is used poorly it could lead to employees who eventually stop caring about the company altogether. Still not convinced about the power of employee awards? Read this note from someone who won one: “I just wanted to let you know how much it meant to me to receive this award. I had begun to think I would never be able to earn it. I was so touched when I heard that I had won, I cried. This means even more to me now that my health is not good.” You can see what a huge impact this award had on an employee’s life. This is why it is so important that your awards program adhere to strict ethical guidelines. The first rule is to always be constructive. While some people argue that you should give criticism when specifically asked for it, my advice is to always be positive. This way there is no chance that you will upset an employee and discourage them from performing. Your only goal should be to award good work, not to give advice. You should have a detailed set of criteria for your awards in writing. This way you can show employees why they may has lost an award, and what they will have to do to win one. Allow your written criteria to serve as a contract with those eligible for awards. Your published guidelines should be the only criteria you use when selecting award winners. Using some arbitrary criteria that is not published can end up backfiring and weakening employee morale. Always be professional. Do not argue with employees about the awards program; always be honest, smooth, and hardworking. Your awards program should be pure. There should be no requirements to win that are not listed in your written guidelines. Once an employee has won an award, be sure they do not feel like there are extra strings attached. It is important to keep in mind that your written criteria should be the only thing in your mind when it comes to picking award winners. Do not allow personal relationships to bias the judgments that you make. The awards you give should be not impacted by your personal feelings for a person, either positive or negative. You should always be an example of the principles you are trying to enforce by giving out awards. Your actions should model to others how you would like them to behave. An ethical awards program will promote professionalism and morale within your company. |
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