{"id":7706,"date":"2012-02-22T08:00:52","date_gmt":"2012-02-22T15:00:52","guid":{"rendered":"http:\/\/www.paperdirect.com\/blog\/?p=7706"},"modified":"2015-05-27T10:43:29","modified_gmt":"2015-05-27T16:43:29","slug":"steps-to-develop-employee-reward-programs","status":"publish","type":"post","link":"https:\/\/www.paperdirect.com\/blog\/2012\/02\/steps-to-develop-employee-reward-programs\/","title":{"rendered":"Steps to Develop Employee Reward Programs"},"content":{"rendered":"

\"Shimmering<\/a>For employee reward programs to be meaningful to both the award recipient and others in the department, they should be tied to the department\u2019s goals, mission, or values. As an owner or manager who must develop an employee reward program, you can determine the goals and purpose of the program yourself, or you can ask employees to offer suggestions. Another idea is to conduct an\u00a0employee opinion survey that will help to identify preferred types of awards, establish nomination and selection procedures, and determine the frequency and method(s) of award presentation. The University of Washington has implemented these steps to successfully create employee reward programs that really work.<\/p>\n

Step One<\/strong>: Establish the purpose and criteria for the employee reward program<\/p>\n

The most important aspect of all employee reward programs is that they are fair and that all employees understand the criteria that will be used for recognition. Here are some suggestions for types of employee rewards:\"Crystal<\/a><\/p>\n