Overview
250 word reply1 reference
darnell
For this week’s discussion, the topic focuses on incentive and how to ensure worker performance. If you incentivize an employee’s work performance or ethic, then it could ultimately keep them around and motivate them to produce for the company at a high rate. Every person has a different way of feeling motivated. As a company, the key is to figure these kinds of things out and try to tend to your workers to maintain productivity. Some people are driven by money or wages/bonuses. Others just love the company. For those who love the company, methods such as training courses or mentorship help to improve worker’s productivity even more (Carruthers, 2023). Regarding the method of financial incentive, that is a method that usually fuels most people to work hard for the company. Most people are working their job to make money to survive and live life. So, more money on the table for the taking means that a worker may work just a little harder to have more financial options to do what they want outside of work. In my opinion, I do not think that financial incentive is enough, but I do think that it does make up a great portion of what motivates workers to produce for the company.
With workers having a love for the company, this can lead to them wanting to do all they can. Sometimes, projects can call for long and extensive work hours and shifts. While these longer shifts will cut down on the timeline for project completion, it will take a toll on the workers that were involved. Long term effects include fatigue, reduced productivity, and possible negative effects on health. To help combat this, things like more efficient management and proper distribution of resources for these projects will help make a reasonable timetable for project completion. This will ensure that there are not long extensive work hours for the workers.
References
Carruthers, R. (2023, April 13). A guide to people development: 9 examples and strategies: Together mentoring software. RSS. https://www.togetherplatform.com/blog/people-development
Carla
For many people, finding a paid position that they love is a lifelong journey. In a nonprofit, it is common to have a portion of job candidates come through for a paid position that want to work for an organization because they believe in the cause and the community it is located in. Over time, if a company shows the proper support and incentives, it can grow employees into passionate and dedicated members of the company, “Caring for employees, prioritizing their needs and supporting their careers by offering professional growth opportunities will help you grow your team and enjoy a smoother path toward business growth.” (Schooley, 2024).
According to Skye Schooley, there are five tips that can be used to develop employees in their roles and three are applicable to most companies/organizations.
- Create career paths that encourage long-term growth.When you interview a candidate, ask about their aspirations. Although you want to determine if they will align with your company culture, you should also figure out the best ways to support them on their professional journey.
- Show your appreciation for employee commitment and growth.
- Establish consistent communication and goal setting with employees. Communicate consistently with employees to help them understand the long-term strategic advantage of staying with your organization.
(Schooley, 2024).
From experience, each of these can encourage employees to stay in an organization. It can also build a relationship agreement between a manager and employee that encourages both parties to work towards a leadership or growth standard that the employee has interest in. However, pay can affect any plans of growth, even if the employee loves their job because pay affects other aspects of the employee’s life. In an organization with limited funds, raises can be few and far between and it is likely that a starting salary is low. If an employer has grown an employee as much as they can and promoted them as high as possible in a department, it is possible for that employee to look elsewhere that pays more.
In the instance that an employer has a project that requires a team to work beyond their scheduled hours, it is common for companies to offer overtime and time and a half. However there are downsides to overworking a team. In my company, if a team is overworked it does not make a cohesive team and it does not generate good outcomes for the service we provide. Usually, when a team has hit their limit, it causes more issues with consumers and more room for risk of complaint or a lost customer. Besides paying employees overtime, a way employers can reward a team for working over their scheduled time is group meals or allowing employees to leave early if they are able to the next day. Both options can let employers know that their bosses care about the work they put in and if they get to go home early it can give employees a well needed break.
References
Schooley, S. (2024, July 31). Why Growing Employees Is Key to Growing Your Business. Business.com. Retrieved February 5, 2025, from https://www.business.com/articles/growing-employees-business-growth/