Reward It: 10 Ways to Ignite Motivation, Boost Productivity

Motivating and improving work efficiency are difficult for both individuals and organizations. One effective measure of achieving these goals is through strategic rewards. This article looks at “reward it” concept, giving practical tips on how to put in place successful reward systems.

What’s the Meaning of ‘Reward It’?

When an employee gets rewarded for doing what he or she was expected to do, it is referred to as “reward it.” It can be used in various areas such as personal goal setting or work performance.

Why Rewards Matter

In motivation theory, reward it have a lot of significance. They ought to:

  • Boost morale: Appreciating someone’s efforts makes the person feel valued.
  • Increase productivity: Giving incentives stimulate people to work harder and more efficiently.
  • Improve retention: In workplaces, rewarding employees can reduce turnover rates.

Types of Rewards

Understanding the various categories of rewards is crucial when implementing a good reward system. Here are the major ones:

Intrinsic Rewards

Intrinsic Rewards

These refer to internal reward it that individuals get from doing the task itself. Examples include:

  • Personal satisfaction
  • Sense of achievement
  • Enjoyment and interest in the task

Extrinsic Motivation

Extrinsic Motivation

These are physical reward it given to or received by an individual. They are:

  • Monetary payments like bonuses, increments, and vouchers
  • Acknowledgement in public forums or awards
  • Other ancillary benefits such as additional holidays or flexible working hours

Social Rewarding Process

These rewards are derived from interpersonal interactions and relationships among others:

  • Words of praise and recognition from peers.
  • Opportunities for networking.
  • Group parties.

Implementing a System of Rewards

Developing an effective reward system is a process that involves careful planning which is guided by the following steps:

Define Objectives Clearly.

Know what behaviors or results you want to motivate, this can be achieving sales goals, enhancing customer services or improving team work.

Select Suitable Rewards.

Select Suitable Rewards

Match the rewards it with preferences and values of people you want motivated; consider doing surveys or informal polls to gain some input.

Establish Transparent Criteria.

Create clear standards for earning rewards; this ensures equity and serves as motivation towards attainable goals for individuals.

Inform About the System

Make sure the reward mechanism is fully understood by all; use meetings, emails as well as other forms of communication.

Monitor and Adjust

Constantly check how the reward system is working. Get feedback and make necessary changes to ensure its relevance and effectiveness.

Effective Strategies for Reward It

Here are 10 proven ways to increase motivation and productivity through the use of rewards:

Public Recognition

Recognize accomplishments in front of peers which increases morale and encourages others to strive for such recognition.

Monetary Rewards

Give out bonuses, promotions or even gift cards as incentives towards achieving certain goals, a method that motivates very many people.

Flexible Work Arrangements

Allow top performers flextime or telecommuting privileges to show appreciation for their work outcomes and confidence in their abilities.

Professional Development Opportunities

Professional Development Opportunities

Reward workers with trainings, courses or attendance at seminars as an investment in their growth prospects.

Social Events

Hold team building events, host parties, arrange outings to celebrate collective successes.

Personal Development

Motivate personal growth by providing wellness programmes as rewards like fitness club membership.

Extra Time Off

Grant additional leave days or half-days off as prizes for exceptional performance

Personalized Gifts

Reflect who the person is in the gifts one gives them. It could be something they are interested in or a hobby they have

Career Advancement

Promotions or new responsibilities are among the ways of acknowledging top performers which align with their career goals.

Feedback and Praise

Consistent, genuine feedback and praise can boost performance levels—simple yet effective motivational tools.

Common Pitfalls to Avoid

However, there are a number of common mistakes made when it comes to rewards:

  • Lack of consistency: Make sure that rewards are given fairly and consistently so as not to create resentment.
  • Over-reliance on financial incentives: Nevertheless, money is not everything; use financial rewards balanced with intrinsic and social rewards.
  • Ignoring individual preferences: Customization of the reward systems should be done according to individual preference and values
  • Setting unrealistic goals: For motivation purposes, ensure that reward criteria set are achievable.


Effective use of rewards can considerably improve motivation and productivity. Through comprehending numerous kinds of rewards and putting in place a good program, people and groups could achieve exceptional outcomes. Additionally, remember to “Reward IT” thoughtfully by considering the tastes and values of those you want to spur on, revisiting your way periodically with a view to bettering yourself all through your career.

Frequently Asked Questions about Reward it

Q How often should we give rewards?

This will depend on goal and type of reward. It may be best to do this more often for smaller accomplishments while larger goals may need fewer but bigger incentives.

Q Are rewards always harmful?

When wrongly applied, rewards lose their effectiveness. For example, over-reliance on them could lead to dependence or diminished motivation when the schemes are stopped. Striking an equilibrium between internal push and external awards is vital.

Q What other methods can be used to gauge the performance of a reward program?

These include but are not limited to tracking KPIs (productivity, employee satisfaction and retention rate) relevant to your objectives; and regularly seeking feedback from all concerned.

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