My first Magazine handbook for better quality in evs projects_eu_eec | Page 26

REWARDS
Rewards are the more intangible day-to-day activities of recognition and motivation that are given to
volunteers, like simply saying “Thank you”, involving the volunteers in decisions that affect them... Rewards
tend to be more effective long-run motivators of volunteers.
Recognition can begin quite early. A card of welcome sent to a new volunteer, or a small welcome party
conveys an immediate sense of appreciation. There are some recognition principles. First, deliver recognition
and reward in an open and publicised way. If not made public, recognition loses much of its impact and
defeats much of the purpose for which it provided. However, do not think that public recognition will
substitute for private everyday personal thank you and respect. What happens 365 days a year has much
more impact than what an annual recognition event. Secondly, timing is crucial. Recognise contribution
throughout a project. Reward contribution close to the time an achievement is realised. Time delays weaken
the impact of most awards. An immediate thank you or great job is much more important than a proclamation
six months later.
Thirdly, adjust your recognition to the unique needs of the people involved. Have several recognition and
reward options to ena ble managers to acknowledge accomplishment in ways appropriate to the given
situation. Fourthly, deliver recognition in a personal and honest manner. Avoid producing recognition that is
too slick or overproduced. Small, personal indications of appreciation tend to be perceived as more sincere
than formal pronouncements. Fifthly, strive for a clear, unambiguous and well-communicated connection
between accomplishments and rewards. Be sure people understand why they receive awards and the criteria
used to determine awards. People must think that awards are fair and deserved. Finally, recognise
recognition. That is, recognise people who recognise others for doing what is best for the organisation. It is
the job of everyone on the team to recognise and support excellence.
Different ways of recognition.
When you think about recognition, take into account the different basic motivational needs. Here are some
guidelines:
People who want to achieve:
• Ideal result of recognition is additional training or more challenging tasks;
• Subject for recognition is best linked to a very specific accomplishment;
• Phrasing of recognition through Best and Most awards;
• Recognition decision should include ‘Checkpoints’ or ‘Records’;
• The co-workers should select the awards.
People who want to belong:
• Recognition should be given at a group event;
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