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rewards programs

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  • #24556

    Antoniu
    Member

    aright so I am brainstorming of a reward program to motivate my potential candidates.. I thought about money (show me the money) but that is too typical.. then I brought up the age old gold to the leadership, they smiled kindly and off i went..lucky, i only went back to my cubicle not the door..
    so, has anyone heard of any rewards program currently in place?

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    #58873

    Trev
    Member

    Here are some articles with ideas:
    http://finance.isixsigma.com/library/content/c001105a.asp
    http://finance.isixsigma.com/library/content/c010128b.asp
    We like to take the best project leaders (with the best projects) out to dinner in an intimate setting (i.e. quiet) with the CEO and one of his team members (usually the COO who will hire many of the successful BB leaders when they graduate and are certified). That, in itself, is enough for the leaders in the organization to work their way to the top of the pack. Those not working towards that goal probably aren’t the right people for the job.
    Trev

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    #58874

    Amol
    Participant

    No rewards like money can motivate. Employee should be given icentive based on need ( Training need, softskills etc )

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    #58875

    Antoniu
    Member

    Thanks Trev-
    Amol-
    Of course money is a great motivator..but I am trying to stay away from that area… Obviously it is a need since I am researching information on it.  The incentive is to motivate people to start the LSS training…or for recognition.

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    #59403

    Matthew
    Participant

    Speaking from the candidate side (I have undertaken LSS certification on my own without a company LSS strategy), nothing motivates more than real, demonstrable career benefits.  Having successful candidates promoted, advanced and recognized speaks louder than any short term monetary rewards.
    If you build the perception upon the foundation that the future business leaders of the company are selected from successful candidates, you will naturally attract not only candidates, but the best candidates.  I posit that you would also find yourself selecting from a pool of top candidates as opposed to attempting to find people you can entice.
    The prior response about the CEO and COO dinner etc is a great way to not only recognize the BB after a project, but also reinforces the executive leadership support behind the efforts and career opportunities. That being said, nothing speaks louder than actual examples of career advancement.  This also starts driving the culture since the new leaders will recognize the benefits of the LSS experience and continue the cycle.
     

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