According to a recent communication from Instructional Technologies, Inc.( ITI/ PRO-TREAD), non-cash rewards, such as recognition for good work or a goal achieved, can also motivate drivers and other fleet employees. Evidence shows a strong link between non-cash rewards and improved performance.
This information is from the Private Fleet Management Online (PFMO) training program, developed by ITI with and for the National Private Truck Council (NPTC).
If it is true that nearly nine out of ten companies offer performance incentives, then it is certainly worthwhile to make sure those rewards are valued by the people who receive them and reinforce desired behaviors. Otherwise, what’s the point?
Here are six tips from the Private Fleet Management Online (PFMO) training program to help you evaluate your company’s performance incentive program:
- Management commitment: Dedicate the resources, including the time, it takes to plan and execute an incentive program, AND give employees and supervisors the power to run the program.
- Link to bottom-line results: To be effective, any program must connect with the needs and expectations of the workforce, as well as the company's overall goals and strategies.
- Recognized value of awards to employees: Employees must understand the mission and believe that the chosen recognition system is appropriate for the sacrifices that will be expected. A recognition system begins to falter when employees start thinking that their actions are being insulted by inconsequential incentives.
- Fairness/equity in distribution of awards: The participants in the program must believe that the system of recognition is just and objective. To achieve this, all employees who meet the criteria outlined for receiving the award should be included.
- Simplicity: The entire incentive process should be maintained with a minimum of administrative effort. Keep it simple.
- Continuous evaluation/improvement: Continuously monitor programs in order to keep them relevant and current.
