Crises now affect businesses with greater frequency and magnitude than before, thanks to a connected world where news spreads like wildfire. Preventing and managing crises requires a robust, prepared team that is committed to the organization. Dealing with customer complaints, reputational losses, or worse, can be utterly draining, which is why employees who manage this deserve recognition.
Modern businesses accept that rewards are vital for keeping employees engaged in their work. They motivate them to perform even better. Rewards are even more significant when the going gets tough, and everyday work life involves more stress than before. Here are six tips leaders can use to roll out an effective rewards and recognition program for employees who handle crises with expertise.
1. The Sooner, The Better
Managing crises requires timely intervention. Employees on the crisis management team must have put in extra hours to gauge trigger situations and implement preventative action. They may have rallied others together to find the silver lining in tricky scenarios.
As an employer, you can recognize this proactivity by rewarding them promptly. There’s usually little need to delay this until a company-wide event, by which time the topicality of the crisis may have subsided. Delaying the recognition also gives employees the feeling that the company does not acknowledge their efforts enough. It can manifest as poor morale, lower productivity, and a high probability of sharing this dissatisfaction with others.
2. Adapt the Reward to the Employee’s Personality
When it comes to recognition and rewards, different employees may have varying expectations from the company. Typically, it depends on the employee’s personality and priorities. For example, someone who values new opportunities and likes taking risks will love the chance to participate in a new project. On the other hand, those wanting to make time for a new baby will appreciate flexible work arrangements.
Similarly, while some professionals prefer private acknowledgment, others don’t appreciate rewards if they are not public. In crisis management, leaders should consider combining private and public recognition, as the stakes for the company are high.
3. Empower Through Ownership
Some sectors are more prone to crisis than others. Employees in the healthcare sector may need to manage medical emergencies and unfortunate events frequently. Prompt and proactive action can avert crises that have the potential to impact lives and cause reputational damage to the organization. Employers can reward professionals by providing them ownership—of their team or a group of employees working together on innovation.
For example, dedicated medical practitioners will appreciate the chance to participate in research that improves patient outcomes in chronic diseases. Influential leadership, now widely practiced across many organizations, emphasizes taking more ownership. According to Baylor University, healthcare leaders can apply it through the Adams Influence Model, focusing on interpersonal relationships and situational expertise.
Accordingly, some online DNP leadership programs encourage nurse leaders to understand strategic human resource allocation. The online format enables them to work full-time alongside, applying their learnings to a crisis-ridden, ever-changing real world.
4. Maintain Consistency and Transparency in Rewards
Keeping rewards consistent with your company’s values and history may be challenging if you don’t have a formal program. Some leaders tend to hand out gift cards and discount coupons randomly, overcompensating for bigger achievements by giving disproportionate incentives. This pattern can evoke skepticism and frustration among employees who may get passed over. They may judge the company unfairly or label it as partial and unjust.
Leaders can avoid this situation by aligning rewards with their organization’s values and culture. A recent Gallup survey found that recognition can reduce the risk of employee departure by 65 percent. However, it holds when the recognition is meaningful, i.e., fulfills the strategic pillars of authenticity, equity, and cultural alignment.
For example, companies with a culture of strong interpersonal bonding can benefit from a peer-to-peer recognition system. It distributes the task of rewarding efforts from only the management to everyday colleagues. Consequently, the recognition can feel more sincere and up-lifting.
5. Integrate Non-Monetary Rewards Into the Mix
A lack of adequate funds is a frequent excuse organizations use to avoid rewarding employees. It is even likelier in crises that affect a company’s bottom line and make spot bonuses or appraisals doubtful.
Employers should remember that non-monetary awards can be meaningful. Occasionally, they may be even more so than monetary ones.
For example, taking an employee to lunch to celebrate a win is a simple, cost-effective gesture. However, the employee will likely appreciate the time you took to build a relationship with them and acknowledge their contributions to the company at a difficult time. Mentor-mentee relationships can drive better results in an organization by fostering a culture of dedication and drive.
Non-financial rewards can be numerous, like permitting remote work and flexible schedules. You can consider sponsoring the professional for a leadership course or another program that interests them.
6. Consider Employees from Different Teams and Roles
Crises can be draining for employees in various positions, but frontline ones probably have it the worst. For instance, customer service professionals routinely face angry or impatient customers. The situation is much worse during a crisis, when completing a shift can leave the employee feeling harrowed and burnt out.
When considering employees for rewards, leaders should not overlook workers who directly deal with the public, such as receptionists and security personnel. The modern business world is moving toward flatter hierarchies in many sectors, aiming to bring more workers into the fold. At this time, firms cannot ignore employees who may not be “bigwigs” but play a core role in crisis management.
These tips can help employers reach out to their best employees, improving the chances of retaining them in the organization by telling them they are valued. Appropriate, adequate, and timely rewards for a job well done can have a far-reaching impact on a professional’s motivation. Rewards also send a positive message to other members of the workforce, reaffirming that the firm values those who persevere.
