incentive measures. The procedure for applying incentives and awards. Rewarding with the Certificate of Honor of the organization

It's no secret that labor discipline contains two incarnations: a stick and a carrot - methods of punishment and encouragement. Employee incentives are an important part of the company's personnel policy. We will tell you how you can thank your employee for a decent job and whether you need to draw up any documents for this.

How to reward an employee

The availability of benefits, bonuses, incentives depends only on how well the employer is doing. But even if you can barely make ends meet, try to reward your employees for their work. Even if not in terms of money: even public praise can be a nice bonus to the salary.

From a legislative point of view, the promotion of an employee is a form of public recognition of the high performance of a person's work. Usually an employee is encouraged publicly: on general meeting, planning meeting or during a corporate party. You can thank an employee for good work both financially, with the help of a bonus or a box of chocolates, and intangibly, expressing gratitude for the work or telling the rest of the team about the person’s contribution to the development of the company. But moral forms of encouragement are practically not used, since they are considered ineffective.

From a legislative point of view, the promotion of an employee is a form of public recognition of the high performance of a person's work.

Reward types:

Gratitude.
Certificate of honor.
"Diploma of the best specialist."
Prize.
Gift or present.

According to Art. 191 Labor Code of the Russian Federation, collective labor contract defines other types of incentives for employees. Some employees may also receive a state award.

Features of employee incentives

However, there are some nuances regarding the mechanism for encouraging staff.

First you need to create an order to encourage an employee in the form T-11, where the type of gratitude must be indicated. In order for the order to have legal force, you need to enter the details of the company and employee. Also, the position of the employee, the length of his work in the company, the assessment production activities, as well as the motive, basis and type of encouragement.

The order must be signed by the director and chief accountant. Based on this document, the accountant draws up a statement in which the amount of monetary compensation is indicated. The employee must be familiarized with the order, he must also sign it. Encouragement of an employee must be entered into his personal file and work book.

The order must be signed by the director and chief accountant.

Proper use of the carrot and stick method, and in our case, just the carrot, will allow you to significantly increase the performance of your staff. Those entrepreneurs who take into account the contribution of each employee to the common cause become successful.

In a number of companies, a system of penalties for late or poor-quality execution of tasks is widely used. The effectiveness of such measures is questionable. According to scientific data, only 11% of people respond adequately to punishment. This is due to the fact that a normal healthy person tends to displace all unpleasant thoughts and memories from consciousness. In addition, punishments are often perceived as unfair. As for incentives, they achieve their goal in 89% of cases. So, it’s better to just fire a completely negligent employee (20% of people are incorrigible lazy people by nature) and actively reward the best. Anyone who has not shown himself to be anything outstanding will simply be left without a reward.

Types of employee incentives

All types of staff incentives can be divided into two types:

regular - periodic bonuses to the entire staff of employees, gratitude to the employee for the implementation of plans, etc .;
one-time - a reward given to the entire team in honor of a significant date for the company, a gift to any employee for achievements in a professional competition, etc.

Information about permanent types incentives for personnel and the conditions for their receipt should be specified in the contracts labor relations and in the internal regulations of the company. A one-time incentive is documented by a submission for remuneration or a memorandum, information about the award is entered in the employee's work book (Article 66 of the Labor Code of the Russian Federation).

Incentive measures applied to employees may be different. Rewards are divided into material, legal and moral. Which method is more effective depends on the circumstances. Financial incentives are more often a cash bonus or a valuable gift. If you pay attention to the actual needs of the employee, the effect of the prize will be significant. The gift is best matched with direct activity person. For example, the most active manager of the month can be rewarded with a comfortable chair. The methods of legal incentives are basically mitigations to the requirements work schedule.

So, a distinguished employee is given the right to an extra day for the next vacation or a reduction in the length of the working day on a certain day of the week, etc. Moral incentives include the presentation of letters, letters of thanks, the establishment of information about the activist on the board of honor, etc. Possible ways motivation of employees with rewards differ from each other in companies of different directions.

Ways to reward employees

Earn bonuses

Financial incentive for best work has always been the most efficient. However, it has its drawbacks. If bonuses are paid monthly, they are treated as part of the salary. If annually, an almost mathematical law applies: “the effectiveness of the reward is inversely proportional to the square of the waiting time.” That is, a long wait for a reward can negate its effectiveness. To smooth the effect of this law, the annual bonus should be very large - four to five times the salary.

In Western companies, a different solution is increasingly being used - the base salary is paid weekly, and bonuses and bonuses are paid at the end of the month. By Russian legislation, wages can be paid no more than twice a month, which means that it is optimal to accrue bonuses every two months or a quarter.

Praise the employee publicly during meetings

Thanks to this, the employee will get the feeling that he is recognized not only by the company's management, but also by other people whose opinion is important to him (closest colleagues, employees of related departments, subordinates, if he has any). But pay attention: the team will join the recognition only if it is sure that the employee really deserves it. Therefore, when encouraging an employee, be sure to announce what exactly he distinguished himself (overfulfilled the plan by 25%, successfully worked as a mentor for a beginner). Thus, you motivate other team members to follow the example of a colleague.

If you do not have the opportunity to publicly thank the employee orally, publish a congratulation in the corporate newspaper (and you can do this with the signature of the CEO to give recognition more weight) or post it on the corporate website. Or put on the Hall of Fame photos of the best employees, along with brief information about their work achievements. Why recognition inspires. The desire of a person to earn respect, to receive approval from other people is included in the “pyramid of needs” of the American psychologist Abraham Maslow, occupying the fourth step in it (after physiological needs, the desire for security and the desire to be accepted by society, to be loved). In other words, when an employee receives recognition, he is fulfilling one of his most important needs.

Ask a specialist to sometimes participate in important meetings

Let him represent his unit instead of the chief. The goal is the same - to give him the opportunity to feel that he has a special account with the leadership, enjoys confidence. And so that the employee does not have complexes due to the fact that he will have to act on a par with top managers, ask his boss to go to the first meeting with his subordinate and help him get comfortable.

Move front-line workers to “flexible hours” of work

Whenever possible, let people manage their time. For example, not all employees by the nature of their activities should be present in the office "from call to call". If the employee has already earned your trust, determine for him only the deadlines for completing the task, and let him choose the time and place. Many specialists "ceteris paribus" prefer those jobs where there is the possibility of a flexible schedule.

Enter Free Lunches

This is not only about taking care of employees and their health, but also saving time. Also, joint dinners provide an opportunity to exchange a joke or two or discuss a problem.

Create a cozy office environment

Give each employee the opportunity to equip their own workplace at will. Let them honor themselves comfortably. This applies to workplaces as well as to other premises.

Provide extra days off

Nothing pleases a workhorse like extra free time: a paid day off in the middle of the week or an extended vacation for a couple of days. Returning, the employee with redoubled energy will get down to business. In addition, working “for wear and tear” is not economically profitable - quality suffers, the risk of illness increases ...

Give gifts, having previously found out the preferences of employees.

A membership to a fitness club, tickets to the theater, or even a “company-sponsored” tourist trip will clearly show the best employees how much you appreciate them. True, if we are talking about a sports subscription, you should ask in advance how exactly a person prefers to improve his health. Perhaps instead of a fitness club, a pool or even skydiving would be more suitable for him?

Cancel the dress code

If your company does not work directly with customers, the issue of clothing should not even arise.

Allocate a budget for the purchase of useful little things

Give employees small amounts of money to spend as they see fit on something related to work. It can be books or a cool gadget for your desktop or a package of exotic tea. 50 bucks spent in this way will do more good than a salary increase of the same amount.

Provide your employees with the fastest computers and the best software

It costs money, you say. Worth, but much less than the salary of a programmer. Even a 10-15% performance increase will pay off within a few months.

Organize corporate events

The efforts of lone geniuses are often ineffective without a well-coordinated team. Encourage not only individual workers, but entire departments (or the entire team of the company). There are many ways: corporate holidays, field trips (to country rest homes), football matches between departments, ski trips or just feasts in the office for various occasions - it all depends on imagination and financial capabilities. If your company develops a friendly campaign of people united not only by work, this will only help the cause.

Expand the social package, introduce additional benefits

For example, as an exception, you can allow a specialist to work on a flexible schedule or add services to his social package that are not available to the rest of the staff: agree with a partner bank on preferential mortgage loan, allow free use of products of their own production.

5 interesting ways to encourage with examples

1. The title of "Devil's Advocate"

At Genesis, this award is given at the end of the quarter to the lawyer who won the largest number of court cases or successfully defended the client's interests in a complex process. The idea for the name of the award was taken from the film of the same name. Therefore, the statuette that the best lawyer receives is cast in platinum in the form of the figure of the hero Al Pacino, yelling at his lawyer son (Keanu Reeves character) and telling him what to do. Employees perceive the award as a joke, but everyone is pleased to excel.

2. Black box prize

Planet Real Estate organizes weekly competitions to cheer up or support employees during stressful periods, such as the competition for the most calls or contracts signed, for finding the smallest apartment or the most expensive house. There is a basket in the office where employees throw notes with wishes for prizes (theater tickets, shaving kit, spa visit, etc.). After determining two or three laureates of the next competition, the notes are pulled out of the basket, and the winners receive the dropped award.

3. Movie tickets or dolphinarium

In the Pronto-Media company, the HR department monthly comes up with unusual nominations for the staff, such as "Darling", "Intellectual", "Humorist" and even "Nerd of the Month". After discussion with top managers, personnel officers announce the start of voting by e-mail. Everyone who wants to drop a piece of paper with the names of the nominees in a special box at the reception. The names of the winners are announced on the last Friday of the month also via e-mail. Then CEO company comes to the workplace of the laureate and gives him a prize - for example, tickets to the cinema (or to the theater, or to the dolphinarium). At the same time, the employee himself chooses which cinema and which movie to go to. The company compensates the cost of tickets from the HR or marketing budget.

4. Title "Leader"

Chain stores Nordstrom, Inc. awards the title of "Leader" to an employee who has exceeded the plan. He receives a diploma, a new business card with the inscription "Leader" and a paid dinner in a restaurant for two. In addition, for the entire following year, the winner receives a 33 percent discount on all company products (that's 13 percent more than the standard employee discount). A sales competition that will increase motivation and attract new customers.

5. Education and personal growth

Time Warner covers 100% of work-related courses plus 75% of other courses. But Pitney Bowes offers employees a choice of courses in architecture, golf, sewing, cooking, drawing or photography.

Errors due to which recognition will not work

Here are the main errors and suggest how to fix them.

Wrong form of promotion. When deciding how to express recognition to an employee, management did not take into account his temperament or vital interests.

Example: On the petrochemical enterprise The results of the “Employee of the Year” competition were decided to be summed up at the Palace of Culture at the celebration of Chemist's Day. The winner, being an extremely shy person, did not want to go on stage, and when she did go out, she blushed, answered the questions of the presenter inconsistently, and went backstage, burst into tears. The incentive event turned into a real torture for her.

How to fix: before encouraging any employee, find out from your immediate supervisor what the person is like, what fascinates him.

Awards are given too often or to too many people. This neutralizes their value in the eyes of employees, who begin to perceive them as something on duty.

How to fix: to tighten the criteria, to award awards only to the best of the best. If you need to encourage many members of the team at the same time, then it is better to use not individual, but collective forms of recognition.

Events that honor the best are poorly organized. Employees are not satisfied with the time of the event or the format, so they miss it.

How to fix: conduct a survey and find out what exactly people do not like in public forms of encouragement.

The merits of employees who are encouraged are not reported to anyone. Their actions are not promoted in the company as an example of correct behavior.

How to fix: ask all line managers to inform their subordinates of actions that deserve to be emulated. This can be done through the corporate media, at trade union events, meetings with management.

Conclusion

All incentives for employees for work must be properly executed. Only in this case, they will achieve the planned effect - increasing employee motivation to further improve their work. Not the last role is played by bringing information about the award to general information. Encouraging employees is an element of educating them in responsibility and striving for healthy competition with colleagues. By combining measures of material and moral rewards, it is possible to achieve an increase in labor productivity, and, consequently, an increase in the profits brought by employees.

The grounds for applying a particular type of incentive for employees of an organization should be determined in the relevant local regulatory act. If this is not accepted in the organization, then when choosing one or another type of labor incentive, one can proceed from the established practice of regulating the procedures for encouraging employees, which is described by the author of the article.

When asked if your company uses non-financial incentives, many HR directors respond positively, rightly believing that public praise, awards, and the notion that someone is the best at given period, - it's nice. Among the legislatively defined measures of moral encouragement of employees, one can name the declaration of gratitude, the awarding of an honorary diploma, and the promotion to the title of the best in the profession. Not named labor law moral incentives for employees for work can be established by employers independently, for example:

Public recognition of the merits of an employee at meetings held, including when summing up the results of the annual work of the organization;

Informing the entire staff of the organization about the achievements of the employee;

Referral of an employee to special conferences, seminars, exhibitions;

Providing opportunities for training, advanced training;

Creation of more comfortable working conditions for the employee;

Provision of days off and additional days for vacation;

Instructing an employee to perform special tasks as an expression of management's trust.

In addition to the above measures, a fairly strong moral incentive is the recognition of the merits of the employee directly by the management of the organization. For example, a manager can praise an employee for the work he successfully completed immediately after it is completed, discuss the results of his work with the employee, and evaluate the personal qualities of a conscientious employee.

Each employer needs to strive to ensure that the system of incentive measures applied to employees is not uniform, for this it is necessary to use various forms and methods of encouragement.

Consider the features of the regulation of incentive measures and the practice of their application.

Thanks Announcement

The declaration of gratitude as a type of labor encouragement consists in the public expression by the employer of gratitude to the employee for such achievements in work as:

Improvement of indicators in comparison with previous periods, overfulfillment of the plan;

Successes in the early development and implementation of measures related to the improvement of the organization of production and labor, with an increase in the quality of products (work performed, services rendered);

Performing at a high level job duties;

Successful holding of events, implementation of projects, active participation in events or projects, etc.

The procedure for applying this incentive measure, as a rule, is regulated in a special local regulatory act (in the provision on the moral encouragement of an employee) or is established in a document more than general(in the regulation on the material and moral incentives for employees of the organization, the internal labor regulations, the regulation on staff incentives).

Sample Sample

Regulation on the moral encouragement of the employee

extraction

Section IV. Gratitude

For active participation in the implementation of particularly significant projects of the Company;

For flawless and efficient work in company;

For conscientious work and professional skills.

Gratitude is declared to the employees of the Company with the payment of a one-time incentive in the amount of the official salary.

2. An application for announcing Gratitude can be submitted by the heads of structural divisions of the Company.

3. When making proposals for announcing Gratitude, the heads of the Company's structural divisions shall submit the following documents:

Application for announcing Gratitude addressed to the head of the Company;

Characteristics of the encouraged in accordance with Appendix N 1 to this Regulation.

In the application for the announcement of Gratitude, information on the achievements of the employee to be awarded is indicated.

Award materials are submitted by the heads of structural divisions 2 months before the expected award to the HR department.

In the case of submission to the announcement of Gratitude for active participation in the implementation of particularly significant events, a petition and a list of persons who actively participated in the implementation of projects are submitted in the form in accordance with Appendix No. 2 to these Regulations.

4. The Human Resources Department considers the received award materials and prepares a draft order of the head of the Company on the announcement of Gratitude.

Award materials submitted in violation of the procedure established by these Regulations are returned with appropriate justifications to the applicant.

5. The draft order is coordinated with the head of the structural unit of the Company that submitted the application for the announcement of Gratitude, the legal department, the department accounting and sent for signing to the head of the Company.

6. The announcement of Gratitude is carried out on the basis of the order of the head of the Company.

7. The announcement of Gratitude is carried out by the head of the Company or, on his behalf, by the first deputy head of the Company and the heads of the structural divisions of the Company in a solemn atmosphere.

8. Re-announcement of Gratitude for new merits is possible no earlier than two years after the previous award.

In exceptional cases, for high performance in the work, a repeated announcement of Gratitude is possible earlier than the specified date.

9. The description of the form and the sketch of Acknowledgments are given in appendices N N 3, 4 to this Regulation.

Although this is not directly provided for by the Labor Code of the Russian Federation, it is advisable to prepare an appropriate document with the heading "Gratitude" (Fig. 1 - not shown).

Rice. 1 - Gratitude Form

The figure is not shown.

Registration of "Gratitude" (entering information about the employee, ensuring the signature of the management and certification by the seal of the organization) is carried out by the personnel service of the organization.

Rewarding with the Certificate of Honor of the organization

A more significant measure of encouragement for success in work compared to gratitude is the awarding of an honorary diploma of the organization. It is usually awarded to individual workers and teams, to which previously it was applied for achievements in labor activity. said measure encouragement.

The awarding of an honorary diploma consists in the public presentation to the employee of a document indicating the recognition of the merits of the employee by the management of the organization. A local regulatory act of an organization may provide for a one-time bonus payment to an employee in connection with the award of a certificate of honor.

Among the grounds for awarding employees with certificates of honor are most often called:

High results in a specific area of work;

professional skill;

Significant contribution to the development of the organization;

Innovation and other achievements in work;

Exemplary performance of work duties, etc.

Quite often, among the grounds for awarding employees with an honorary diploma are "long-term work in the organization" or "work experience in the organization for at least ___ years." The mere fact of long-term work in an organization is not a basis for encouragement in the sense that part 1 of Art. 191 of the Labor Code of the Russian Federation. At the same time, in the conditions of increasing competition, the loyalty of the staff can and should deserve an appropriate assessment by the employer.

In the presentation for the award of the certificate of honor, the following shall be indicated:

Surname, name, patronymic of the employee;

Date of his birth;

Position held;

Education;

Work experience;

Achievements (characteristic of the results of labor that deserve encouragement).

Sample Sample

Presentation For the award of the Honorary Diploma

Closed joint-stock company"Prior"

1. Surname, name, patronymic _________________________________________________

2. Year of birth ___________________________________________________________

3. Education (where, when he graduated from an educational institution)

4. Place of work, position held _____________________________________

___________________________________________________________________________

5. Total work experience ____________________________________________________________

6. Work experience in this organization _______________________________________

7. Characteristics (specific merits) ____________________________________

___________________________________________________________________________

Head of the structural unit ___________________________________

(name of department,

signature, full name)

"__" ___________ 20__

It is advisable to set out the procedure for awarding employees with an organization's diploma of honor in a general local regulatory act on the promotion of employees or in a separate regulation on the organization's diploma of honor. First of all, it should officially establish the full name of this type of encouragement, which will be indicated in the order (instruction) on encouragement and recorded in the work book. Thus, the name of the organization's certificate of honor must contain the name of the organization, for example: "Certificate of Honor of the Closed Joint-Stock Company Prior" or "Certificate of Honor of Aprina LLC". This is necessary in order to distinguish it from other certificates of honor that an employee can be awarded.

Registration of an honorary diploma (acquisition of the finished form or ordering the printing of a blank of the original design), entering information about the employee, ensuring the signature of the management and certifying with the seal of the organization are carried out by the personnel service of the organization.

Awarded the title of the best in the profession

The Labor Code of the Russian Federation provides for such a type of encouragement as a presentation for conferring the title of the best in the profession. As a type of intra-firm promotion, such a presentation provides for the formation of a competition commission, the formulation of the goals and objectives of organizing a competition, the development of conditions and indicators for the fulfillment of which such a title can be awarded to an employee, terms, frequency and procedure competition, timing and procedure for summing up.

The title of the best in the profession can be formulated according to one of the following schemes:

A) "best _______", for example:

"the best pastry chef";

"the best seller";

"the best doctor";

"the best driver";

B) "the best in the profession" _______ ", for example:

"the best "plasterer" by profession;

"the best by profession "machine milking master";

C) "best in profession among _______", for example:

"the best in profession among machine operators";

"the best in the profession among hairdressers."

Also, as a similar type of encouragement, the assignment of other significant titles, for example, "Excellence in Quality", "Best Young Worker", as well as honorary titles of organizations, for example, "Honored Worker of the Organization", "Master - Golden Hands", "Excellent Trade Worker", etc.

For this type of incentive to be "legitimate", it must be provided for in the collective agreement or internal labor regulations.

The award of the title of the best in the profession is carried out in two ways:

1) holding a special competition or review of professional skills among the employees of the organization and identifying the best of them. The objectives of such competitions or reviews are:

Developing a sense of prestige among employees of the profession;

Revival of the traditions of the profession;

Improving knowledge, skills and abilities in work;

Dissemination and development of advanced techniques and methods of work, dissemination of the positive experience of the winners of the competition;

Disclosure of employees' creative potential;

Creation of incentives to improve professionalism in work;

Creation of a reserve of personnel from among the winners to fill managerial positions, etc.

The commission (committee) created by the employer organizes the competition and, based on its results, determines the winner, who is awarded the title of the best in the profession;

2) generalization of the achievements of employees, carried out by the personnel service or other unit, and as a result of studying documents, conducting observations, surveys, etc., an employee with the best achievements.

As a rule, the title of the best in the profession is assigned to one winner. In confirmation of this, he is issued a certificate (diploma) of conferring the title, as well as a ribbon with the appropriate inscription.

AT last years widespread received regional and municipal competitions and reviews of professional skills, following which the winners are awarded the title of the best in the profession within the city, district, region, etc. As a rule, they are initiated by local governments and bodies executive power subjects Russian Federation. The direct holding of events, as a result of which the participants are awarded the title of the best in the profession in a certain nomination, is carried out by the organizing committees or commissions created by the indicated bodies.

Normative legal acts of the executive power of the constituent entities of the Russian Federation and local governments provide that employees take part in such competitions or reviews on the proposal of the heads of organizations. When developing a document regulating the conditions and procedure for submission, the following sections should be provided (Table 1).

Table 1

Sections of the document regulating the competition

Awarded the title of "Best in Profession"

	Name section
	General provisions	Contains a list of competition nominations, names organizers, indicates what determines the given position, - the procedure and conditions for the competition, criteria for selecting the best in the profession, the order awards
	Goals and objectives competition	The objectives of the competitive events are indicated and tasks that are set before the organization of the competition
	Conditions holding competition	The conditions for admission to participation in the competition are indicated (agreement with the terms of the competition, timely submission of an application, questionnaire of the established sample, etc.). Also in this section may be indicated information resource(newspaper, web address), where official conditions for the competition
	Stages holding competition	This section indicates the frequency and timing competition events, and list the stages of the competition (for example, Stage 1 - municipal (district) - selection administrations - until July 15; Stage 2 - edge - selection by the department from those submitted by administrations nominations - until August 1; Stage 3 - federal - selection by the ministry, summing up and awarding winners)
	Order holding competition	Formation of the competition commission, its procedure meetings, main functions, order of filling contestants of applications (questionnaires) for participation in the competition, the procedure for their registration and consideration of the tender commission
		The list of awards is indicated (for example, the diploma "Best by profession" and a sign for a diploma), as well as the procedure informing the public about the results of the competition and list of awardees
	Applications	Application form (questionnaire). Evaluation methodology (determining the winners of the competition)

Awarding a valuable gift

An incentive in the form of rewarding with a valuable gift is a presentation to an employee of a specific thing that has a certain value.

With the entry of Russia into the era of market relations, symbolic gifts (busts of leaders, table sculptures, caskets, vases, handicrafts) were replaced by more practical items. household appliances and household items, tourist vouchers, etc. The value of a gift as a measure of encouragement is emphasized by appropriate engraving, a commemorative inscription, etc. The most prestigious is the manufacture of symbolic items on a special order of the organization.

When choosing a valuable gift, the personnel service should not only be guided by financial possibilities(the amount of funds allocated for the purchase of gifts), but also take into account the personality and wishes of the employee being encouraged.

Collective agreements, internal labor regulations, special local regulations that determine the procedure for encouraging an employee, may provide for the application of several (usually two) types of incentives to an employee at the same time. Thus, it is advisable to combine material types incentives with moral, for example, awarding a certificate of honor with a bonus, conferring the title of the best in the profession with a valuable gift, etc.

Pool of "corporate talent"

This kind of local incentives, such as the inclusion of "corporate talents" in the pool, has a relatively short history in the practice of encouraging employees of Russian organizations. The main encouragement for those who got into the pool of "corporate talents" is intangible:

Priority in career advancement;

Great opportunities for development;

Participation in promising projects that "challenge" their capabilities;

Greater attention of status managers (it is possible to appoint a personal curator from among them).

Employees from among the "talents" have, of course, and material interest: they can increase their income much more often than others. "Corporate talent" can increase their income by receiving rewards for working on projects, encouragement for mentoring.

Entry on the Board of Honor, In the Gallery of Labor Glory, Book of Honor

Despite the fact that legislators did not transfer this type of encouragement from Art. 131 Labor Code of the Russian Federation in Art. 191 of the Labor Code of the Russian Federation, listing on the honor roll is becoming more and more popular every year as a local promotion.

This type of encouragement consists in placing a photograph of an employee indicating the last name, first name, patronymic, position or profession on a specially made and installed stand - a board of honor (Fig. 2 - not shown).

Rice. 2 - Leaderboard

The figure is not shown.

The Board of Honor is established to spread the idea of the positive attitude of the employer to the labor achievements of employees and demonstrates the manifestation of the employer's deep respect for the achievements of its employees. An organization can establish a common board of honor for the organization, and individual structural units (mainly production units) can have their own boards of honor.

Employees who have made the most significant contribution to the production and economic activity enterprises that have achieved stable high results, especially distinguished themselves in service and labor activities.

At present, electronic Honor Boards have become widespread, which are a virtual gallery of photographs of the best employees of the organization, posted on the corporate website of the organization. The order of entry on the electronic board of honor can be reflected in a special local act or in a general document (see an example document below).

Sample Sample

Regulations on the motivation of employees of LLC "Aprina"

extraction

1. General Provisions

1.2. Based on the results of work for the year, employees are awarded: for high achievements in increasing the efficiency and competitiveness of production, improving the quality of work performed and products manufactured, for fruitful production, scientific activity who have worked for the company for at least one year.

1.3. The following list of awards and quotas for awarded employees has been established:

*Entering the best specialists on the electronic Board of Honor - 4 people.

2. Order of awarding

2.1. The decision on the award is made by the CEO of the company. The head until December 1 determines the quotas for the divisions of the company.

2.2. Applications are submitted by the heads of departments before December 15 and are considered within one month. Managers who filed a petition for rewarding employees subordinate to them are personally responsible for the validity of the presentation for rewarding and the accuracy of the information contained in the petitions signed by them.

2.3. Presentation of valuable gifts and entry on the electronic board of honor is accompanied by Letters of Appreciation... which are signed by the General Director and certified with a seal.

3. Accounting and monetary support of incentives

3.2. When presenting Letters of Appreciation and Certificates of Honor, when entering on the electronic Board of Honor, conferring the title of "Best Worker of Aprin", employees are issued cash reward in the amount of 10,000, 15,000 and 20,000 rubles. respectively.

In addition, it is desirable to define in the local regulatory act:

Requirements for a photo portrait of an employee (color / black and white, size, background, clothing);

The composition of the entry under each photo (usually - last name, first name, patronymic, position (profession, specialty), structural unit (if the honor roll belongs to the organization) and the procedure for its application (placement) on the honor roll);

The procedure for placing a photo portrait on the honor roll or opening it (in a solemn atmosphere, in the presence of an employee, etc.).

In order to avoid difficulties when registering this type of encouragement, even when establishing an honor roll, in the collective agreement or internal labor regulations, it is necessary to reflect the full name of the honor roll, i.e., including the name of the organization or structural unit of the organization. However, if the organization has only one common honors board, then in the order (instruction) on encouraging the employee, its name can be given without indicating the name of the organization.

In a number of organizations, the considered type of encouragement has been transformed into such an encouragement as entering a photograph of an employee in the gallery of labor glory, which is a combination of all the organization's honor stands into a single complex.

Employers who introduce this type of promotion for the first time need to remember that the honor roll is not infinite, and therefore it is necessary to determine the period during which the employee's photo will be placed on it. Most often, this period is 1 year (unless the honors board is intended to include winners of regular labor competitions on it). After the expiration of the specified period, the employee’s photograph must be taken, unless a decision is made in relation to the employee to re-encourage him in the form of entering on the honor roll.

Entry in the Book of Honor

Entry in the book of honor was previously provided for by Art. 131 Labor Code of the Russian Federation. Despite its absence in Art. 191 of the Labor Code of the Russian Federation, this type of incentive is increasingly included in the list of local incentives provided for by collective agreements or internal labor regulations.

The publication of the book of honor is a manifestation of deep respect for the merits of the employees of the organization. Such a book (Fig. 3 - not shown), as a rule, is an A3 format album, in which photographs of encouraged employees and sheets with the last name, first name and patronymic, position or profession of the employee, a brief curriculum vitae and description of merits are placed in special pockets , details of the order (instruction) on the promotion.

Rice. 3 - Covers of books of honor

Rice. not given.

The fact of entering into the book of honor is confirmed by the issuance of a certificate (Fig. 4 - not shown).

Rice. 4 - Samples of certificates of entry into the Book of Honor

Rice. not given.

The general basis for entering an employee into the book of honor is the achievement of high results in work, and additional conditions are a long work experience in the organization and the use of incentive measures of lesser significance in the past.

As with encouragement by entering on the honor roll (to avoid confusion in the order (instruction) on the application of this type of encouragement), it is advisable to indicate the name of the organization in the title of the honor book.

Determining in the local regulatory act of the organization the procedure for entering an employee in the book of honor, personnel services should establish the time the employee’s photo stays in the book, the requirements for the employee’s photo portrait, the procedure for making entries - by whom they are made, what content, whether the employee gets to know them, etc.

As a rule, color photo portraits of employees sized 9x12 (without a headdress, in festive clothes) are placed in the book of honor. The functions of making an entry in the book are entrusted to one of the employees personnel service(usually the head of human resources).

The book of honor must be kept in a room intended for holding ceremonial events ( auditorium, conference hall, representative office), in the museum of the organization or in another room that allows everyone to get acquainted with it.

In a number of organizations, the analogues of the book of honor are the book of labor glory, the book of the history of the organization.

Corporate awards

The current legislation does not establish a ban on the establishment of an organization's own corporate badge and medal, so the awarding of a corporate award or badge is increasingly appearing in collective agreements and internal labor regulations as a form of moral encouragement of personnel.

The corporate badge should provide special name. In order for it to be "legitimate", the leadership of the organization must make sure that the badge being established does not duplicate departmental and, even more so, state badges. According to the Regulations on State Awards of the Russian Federation, the illegal establishment and production of signs that have similar, similar names or external resemblance to state awards are prohibited.

To avoid complications, it is desirable that the names of corporate badges contain the name of the organization and are associated with some significant event, such as the anniversary of the organization, etc.

In confirmation of the fact of awarding a badge, as well as the right to wear it, an employee, as a rule, is issued an appropriate certificate or certificate.

For a badge or a corporate medal, it is necessary to develop not only the official name, but also approve Full description appearance of the award, as well as fix during internal document the conditions, procedure and procedure for making a decision on the award and the procedure for presenting the award to employees (see sample sample below).

Sample Sample

Description of the badge "The best worker of Aprina LLC"

The sign is an oval of blue color with golden edging in the form of laurel branches.

In the center of the oval is the logo of "Aprina" LLC. Under the logo - in a golden figured shield with a border - an inscription in straight letters: the best employee of Aprina LLC.

Sign height - 50 mm, width - 30 mm.

On the reverse side badge device for attaching to clothing and its serial number.

Regulations on the badge "The best worker of Aprina LLC"

1. The badge "The best employee of Aprina LLC" (hereinafter referred to as the badge) is established to reward employees of Aprina LLC (hereinafter referred to as the Company) for performing tasks of particular importance and complexity, successful and conscientious performance of their duties, impeccable, no less five years, work and other achievements in work.

2. The badge can be awarded to the heads of departments for their great contribution to the development of financial and executive discipline, the system of financial and economic control.

3. The issue of awarding a badge is considered at the award committee on the proposal of the heads of structural divisions of the Company and the head of the Company. The view displays information about professional activity persons nominated for awarding a badge, their personal contribution to ensuring the activities of the Company.

4. The decision to award a badge is made by the award commission by a majority vote of the total number of members of the commission.

5. The presentation of the badge and certificate to it is carried out in a solemn atmosphere by the head of the Company or, on his behalf, by the deputy head of the Company.

6. The awarded badge is awarded sum of money three times the monthly salary.

7. The badge is worn on the right side of the chest and is located below the state awards.

8. In the work book of the awarded, an entry is made about the awarding of the badge.

9. The person awarded with a badge has the right to establish the maximum salary for the position, the preferential right to receive annual leave and tourist vouchers at a convenient time for him.

10. Registration of documents on awarding a badge and accounting of the awarded is provided by the personnel department of the Company.

Thus, the introduction of measures of moral encouragement should be accompanied by the approval of the procedure for their registration and individual accounting. In particular, the issue of their reflection in the work books of employees should be resolved. Since the work book is intended to record individual labor activity, it should contain information about the employee's encouragement for his individual merits, and not about the recognition of the labor achievements of the labor collective (structural unit) of which he is a member.

And other measures

Often, in local incentive systems, the early removal of a previously imposed disciplinary sanction is indicated as an incentive measure. Without denying the stimulating nature of this measure, nevertheless, experts recommend not designating it as a type of encouragement. Moreover, its application is formalized not by an order (instruction) on encouragement, but by a separate order (instruction) on the early removal of a disciplinary sanction. The removal of a disciplinary sanction should not be considered as an incentive measure applied to employees in the manner prescribed by Art. 194 of the Labor Code of the Russian Federation, since this is the restoration of the position of the employee that existed before the application of disciplinary measures against him. Disciplinary action for general rule is removed when the employer can see that it has played its educational role and the employee has corrected his behavior by exemplary performance of labor duties.

If the organization nevertheless applies the removal of disciplinary sanctions as a measure to encourage employees, then in the local regulatory act that determines the procedure for encouragement, it is necessary to separately stipulate that information about its application is not entered in the employee's work book in the section on incentives.

According to part 2 of Art. 191 of the Labor Code of the Russian Federation, incentives for employees can be determined by charters and regulations on discipline. AT this case charters and regulations are understood not as local regulations of the organization, but as regulations legal acts, approved by the Government of the Russian Federation in accordance with federal laws statutes and discipline regulations for certain categories workers. These include, for example, the Regulations on the discipline of railway workers, approved. Decree of the Government of the Russian Federation of August 25, 1992 N 621 (as amended on July 14, 2001, as amended on July 14, 2003); Disciplinary charter of paramilitary mine rescue units in transport construction, approved. Decree of the Government of the Russian Federation of July 30, 1994 N 879; Charter on the discipline of employees of organizations with especially dangerous production in the field of use atomic energy, approved Decree of the Government of the Russian Federation of July 10, 1998 N 744 and a number of others.

Such documents provide for the use of most of the above types of incentives. However, a significant part of them are departmental awards.

Thus, according to the Regulations on the discipline of railway workers, railway workers are awarded the badge "Honorary Railwayman". In accordance with the Disciplinary Charter of the Customs Service of the Russian Federation, customs officers are awarded departmental badges "Honorary Customs Officer of Russia" and "Excellent Worker of the Customs Service". The awarding of the badges "Honorary worker of the navy" and "Honorary polar explorer" is provided for by the Charter on the discipline of the crews of the support ships of the Navy for crew members of the support ships of the Navy.

In list additional measures not discussed above, we can name the early assignment of the next special rank, which is used in the civil service, as well as the assignment of the next special rank one step higher than the corresponding position. Awarding personalized weapons is predominantly common in the state law enforcement service. In some industries, the use of such an incentive measure as an increase in the duration of annual leave is practiced. For example, an increase in the duration of annual leave for up to 5 days is provided for by the Disciplinary Charter of militarized mine rescue units in transport construction.

From practice

Andrey Tsinchenko, Head of the Human Resources Department at Khlebny Dom, said in an interview:

In celebration of the company's 70th anniversary, we have established two awards. The first is the most significant, something like our own Order "For Labor and Loyalty". This is a badge made of precious metals (silver with gilding) for ceremonial wearing and its reduced copy - a silver badge that can be worn on casual clothes everyday.

Unfortunately, we have accepted sanitary norms it is not allowed to wear it on work clothes. Of our entire team of two thousand, no more than three or four people can be nominated for this award every five years. In addition, the requirements for work experience and its quality are quite serious, i.e., the employee must be a truly flawless worker. Attention is drawn to his achievements and personal qualities. In addition to the badge, a bonus is provided, which can amount to a very serious amount equal to the employee's salary for six months.

The second award established by us may be more accessible, but no less important - "Master of Golden Hands". The sign is also made of precious metals. It is awarded to those who have shown high achievements in their professional activities, who are valuable to the company as an excellent specialist. There may already be more than 20 people presented for this award. We award every three years, and, of course, the presentation of the award is accompanied by a prize.

Naturally, we also have the title of "Best in Profession", photographs of such employees are placed on the factory board of honor.

There are also competitions between labor collectives for the best performance, and, of course, we present honored workers for state awards.

It is pleasant for everyone to receive not only a fixed payment for their work, but also compensatory payments (for example, the "northern" coefficient), and incentive payments, the most common of which is a bonus. It is important for any employee to know why he was awarded a monetary incentive, how it is calculated, in which documents the rules for its formation are prescribed. The employer has another problem: what should be the wording, because often different employees are rewarded for different accomplishments. Our article will tell you about all the nuances of the award.

What is a premium?

The most important thing in determining this payment is that it is charged in excess of what a person has earned for a certain period- most often a month or a year. Simply put, a bonus is an encouragement that depends on the results of work, methods, the speed of their achievement, their qualitative or quantitative indicators.

The second function of this payment is to stimulate the employee, pushing him to work more intensively or as well as before.

Who develops the reward system?

They do this:

representatives of the personnel department;
special service personnel development companies.

Representatives of the accounting department necessarily participate in determining what can be rewarded for (only they know the exact amount and rules for distributing funds from the incentive fund). Approves each appointed payment by the management of the company.

What documents define the principles of bonuses?

Each organization has its own, their content and principles depend on the specifics of the work carried out by certain employees, the importance of the results achieved, and the capabilities of the incentive fund. The features of the document are also determined by what the enterprise itself is. If this public sector entity, in most cases, she does not have the opportunity to give bonuses at her discretion, and managers are limited in their rights. In private firms, everything depends on the financial situation and the desire of the director to encourage his employees.

Here are some documents that govern this issue:

the collective agreement and the provision on bonuses attached to it;
work schedule of an internal nature;
other guidance documents drawn up within the organization.

How should the premium be calculated?

Transparent. That is, each employee should ideally be able to perform settlement actions and understand why he receives a given amount. It often happens that the documents are not available to the employee, he does not understand the principle of accrual and every time he is surprised that they gave him a lot or a little. The law provides for maximum transparency and clarity of incentive payments.
Objectively. The recipient of the bonus is not a friend or relative of the boss, it is each of the employees. Such a payment cannot be withdrawn “because I don’t like you”, and even disciplinary action, according to the law, cannot deprive the employee of this money. It is important to know that the subjective distribution of money from the stimulus fund by the authorities is a violation of the law. However, there are still grounds for reducing the payment or even withdrawing it altogether. They usually depend on a specific result of the work, which, for subjective reasons, is not achieved by the employee. That is, the ideal option is when a person, in whatever position he may be, having access to the provision on bonuses, knew that for such and such actions he could be deprived of incentive payments.
Documentation must be clear. You don’t need to reassure a person so that later you don’t have to explain to him why the award was not given. The following case can serve as an example: the provision on bonuses says that the payment is given to everyone at the end of the month or year. All employees are waiting for this joyful event. But suddenly it turns out that those who are on vacation (annual, maternity, childcare, sick leave) will not receive a pleasant increase in salary. For people, this state of affairs will cause frustration and irritation, so they should be informed in advance.

What are the awards?

The first type is production. They are accrued for the fact that the employee has fulfilled his tasks or duties in the service for a certain period. Such incentive payments are paid for a certain period of time, such as a month, a quarter or a year.

The second type is incentives. They have nothing to do with the performance of duties or tasks, but are, as it were, a gift and a sign of favor from the authorities. Incentive bonuses are accrued at the end of the year, for long service, for conscious and responsible work, for anniversaries, birthdays of children, etc.

Incentive payments can be given to employees in cash or in the form of a valuable gift (for example, household appliances).

Also, bonuses are divided into individual, which are paid at a time to one employee for a specific achievement, and collective. The latter are distributed to each employee of the unit, depending on the time worked, the amount of wages and various coefficients.

Incentive payments can be systematic or lump sum.

What is the premium for?

No employer is limited by law as to why an employee can be stimulated in monetary terms.

However, in some cases, the difficulty for the authorities is the question of how important it is to reward employees, for which it is possible, and the wording of the reason for the encouragement is not at all clear.

In any case, each organization has the right to build a remuneration system as it sees fit.

The reasons for which incentive payments may be awarded may be as follows.

Good performance indicators. First of all, this is the fulfillment of the duties prescribed in the job descriptions, and good performance. For example, a sales manager may receive a bonus because he provides his employer with sufficient profit.
The reason may be holidays - state or corporate. Let's say in construction company pay incentive payments for the New Year and the Builder's Day.
The birth of a child by an employee sometimes becomes the reason for the accrual of a one-time bonus.
In some organizations, bonuses are awarded for the time that was worked out in full, without time off, vacations at their own expense and sick leave.

Bonus deduction

The company must reflect the refusal to pay incentives in its regulatory documents, in particular, in the provision on bonuses. The employer can formulate the reason legally as follows.

The employee was absent from the workplace for reasons that did not depend on the authorities. This list includes sick leave, session, vacation, family circumstances.
The employee received a disciplinary sanction, it can be a reprimand or just a remark.
The performance of his function by the employee in an improper manner. An example is the complaints of clients against a hairdresser for his rudeness, failure to fulfill the plan in production, his failure.
If an employee wishes to leave own will and does this before the fact of accruing the bonus, then it is not paid to him.

However, any employer decision on incentive payments can be challenged in judiciary legally.

How to formulate the reason for the accrual?

Some examples of good wording will help directors to reasonably pay incentives to employees in various situations. So, you can give an increase in salary in the following cases.

For the quality of work. Simply put, you can do something somehow, or you can try and perform at a high level. An example from the sphere of culture: one guide in the museum talks boringly and formally, and the other is so captivating in his story that visitors write him thanks. For the authorities, this may be the reason for the accrual of a stimulus payment.
For high results, labor intensity. An employee does more in the same time and with the same opportunities than his colleagues. For example, he uses other methods of work that increase productivity.
For a long period of continuous work. Most of all, this wording is suitable for an experienced employee who long time cares about the interests of the company, does not go on vacation at his own expense.
For hard work. Such a bonus can be a one-time bonus associated with the anniversary of an employee who always treats his duties in good faith, or it can be accrued, for example, at the end of the year.
For the timeliness of the performance of their labor duties. This formulation is especially successful if the organization is carrying out an important and time-consuming project, and the employee played a significant role in delivering it on time and in the proper form.
For the high-quality execution of an important assignment of a one-time nature. For example, an employee successfully took part in decisive negotiations, played a role in them, went on a business trip and concluded an agreement there on behalf of the company, found a way out of a particular problem.
For a rationalization proposal, for a long-term plan. Analytical ability and foresight of the employee may also be encouraged.
For saving money. A special talent that can be rewarded is the implementation of a project for less money than was originally budgeted by management.
Award based on the results of a project that has been successfully implemented and brought to life.

A good employer always remembers that a bonus is a kind of investment in the future of the company, because it makes it clear to all members of the team that each of them is important and valuable to the bosses.

Competent employers know how to encourage employees. They go like traditional ways, such as praise, recognition, and not too common - a lottery, a reality game, a massage and on-site parking for the CEO's car. summarized interesting options.

1. "Oscar" for employees

Employee rewards work great. Here's what she said Lilia Kikhtenko, Head of Human Resources, Scanex Group of Companies:

"Last year, we held a large-scale anonymous vote, during which employees chose the best of the best among colleagues (and the nominations concerned both professional success and personal qualities of people). The winners of the vote were announced at the New Year's holiday. Such universal recognition, personal gratitude from leaders and commemorative symbolic gifts have contributed to the motivation of specific individuals and their colleagues."

2. Parking at the location of the CEO's car

He told us about her Alexander Levitas, marketing expert and business coach at Alex Levitas Consulting:

"It's prestige motivation when the best employee gets some kind of badge that no one else has: the best salesman has the right to park the car in the CEO's parking lot, and the best chef has the right to wear red Crocs to work.

Alexander also noted the effectiveness of freedom motivation, when "the best salesperson gets rid of daily reports, the best programmer is transferred to a free schedule, and the designer is allowed not to follow the dress code and wear his favorite T-shirt" and vacation motivation, when "an employee who exceeds the plan gets no bonus, and vacation days. And then there is motivation by reputation, motivation by attention, motivation by a queue, motivation by admission, and many other technologies."

3. Gamification with prizes and lottery

Word to the head of the recruitment department of the Biplan company Olga Nikitina:"We try to form in employees positive thinking and attention to non-working processes in the company. Gamification with prizes is responsible for the first part. The winners can work one day from home, go to a restaurant at the company's expense, or receive a cash reward."

And the weekly lottery, according to Olga, causes "a lot of joyful emotions and involves all employees of the company in the process."

4. Reality game

Word Anna Chumak, Communications Director, Alfa Health Center, in the luggage of which is the holding of a health reality game " Proper nutrition"(which is a set of activities for all staff of the organization):

"Reality game - unusual way in a playful and competitive way to involve already adults in changing their lifestyle."

An employer can use this method of motivation to "support the general concept of a healthy lifestyle and, as a result, increase the efficiency of employees" -He speaks Anna. According to her, Well-being tools have begun to gain popularity among Russian employers.

5. Rename the position

A pleasant-sounding official status also motivates well: let's recall the example of a cleaning lady and a "cleaning manager".

"Renaming a position to a more resonant one also works with a purely symbolic salary increase or without it at all," he said. Elena Litvinova, business coach, consultant, facilitation specialist.

Elena also mentioned another interesting opportunity, which will be discussed in the next paragraph.

6. Personal editing of the schedule

It's nice for an employee to get their hands on scheduling management from the micro to the macro level - "from the flexibility of the daily schedule to the choice of vacation dates," says Elena Litvinova.

And she also noted the possibility of choosing the start of working hours: at 8, 9 or 10 in the morning.

A practical example was given Yulia Saiganova, Recruitment Specialist at BDO Unicon Outsourcing:

“We gave the staff the opportunity to maintain a life-work balance: they can choose the most convenient schedule to, for example, take their children to kindergarten or school and pick them up, the mother of a sick child can work from home for a couple of days, and employees who leave for decree, but who do not want to drop out of the work process for a long time, can work remotely (if the company's information security policies allow it)."

7. Massage at the expense of the employer

Excellent tool and - massage and manicure rooms right next to the business center. It was mentioned Yulia Saiganova, Recruitment Specialist, BDO Unicon Outsourcing: "This allows employees who want to look good and take care of their health to save time."

She spoke about attracting employees to participate in the company's strategic projects Ekaterina Redina, head of the media relations group GC "Dixie":

"Thus, the network's offices daily host tastings of products that claim to be released under their own trademarks. In the course of "blind" tests, employees compare the potential product "D" with the leading products in the category. The product will stand on the shelf under the network logo only if it receives the majority votes of support."

9. Expert recognition

And if you give an employee "the opportunity to share their expert opinion - organize webinars or seminars," this will allow him to receive additional recognition, notes Yana Fomina, Head of PR Department, Mosgortour.

10. Speaker in the office

He spoke about providing the team with an interesting lecturer Alexander Federov, General Director of the company "Quick Judgments":

11. Big bonus

In order for financial incentives to work on motivation, you need not miscalculate with its size, says Fedor Spiridonov, managing partner of the SRG group of companies. In his opinion, "the bonus part of the salary should be tangible for the employee":

"A competent motivation system created to improve the efficiency of employees' work should combine three components: material, non-material incentives and social policy," he believes.

12. Professional literature

He told us about this promotion Petr Markov, Head of Marketing Russia and CIS Ivideon, noting that "in general, motivation can be not only "goodies", but also a qualitative attitude towards people."

BUT Anton Gaydienko, head of "Corporate library" Mybook, talks about a solution like corporate digital library: "It allows access to common base knowledge, constantly updated with new business literature, for each employee, regardless of his geographical location. The undoubted advantage is that the use of the library does not steal the employee's working time - people usually read on the road or at home."

13. As a gift - feeling of victory

There is nothing better for an employee than to experience the joint experience of teamwork - when the overall result is "assigned", so believes Nadezhda Safyan, psychologist, business coach, HR consultant at Gestalt Consulting:

"The mechanism of appropriation allows us to realize our achievements, to make our own results, the experience of successfully solving complex issues independently or as a team, to focus our own energy (instead of dissipating it)."

14. Hobby support

As told Irina Chirva, founder of the Tonus Club company, "if one of the employees has a certain type of hobby, then we try to support it in every possible way: either we provide some literature, or we allocate free days, or give gifts related to his hobby."

15. Participation in global projects

Talks about it Sergei Kuchmiy, HR manager at Virtuozzo: "Oddly enough, the feeling of belonging to global open projects, on which the best programmers from all over the world work, works well. We give the opportunity to make noticeable changes to open source projects: Linux, OpenStack, Docker and others; the opportunity to speak at specialized conferences and earn money for yourself name in the open source community".

16. Promise

Speaking about motivation in general, Vadim Bozhnik, director of the International Association of Management Accountants CIMA for Russia, recalled British studies of the "nudge theory": "In my opinion, employees are most motivated by their colleagues. One of the most significant "nudges" is a reference to the fact that someone else has already performed the desired action.

According to him, such "nudges" as promise of encouragement or implied solution.

Instead of a conclusion

If you really used a promise as a reward, don't forget to keep it. And the team will continue to delight you with performance and loyalty.