Give Rewards First, Get Motivation Later

Introduction

For any organization to succeed, employee motivation is crucial. Small rewards can have an unanticipated strong effect. It can improve performance, raise spirits, and foster a happy workplace. These rewards are particularly successful at inspiring workers and fostering loyalty in Sri Lanka, where resources may be limited. Rewards too play an important role in determining employee motivation (Shibly M.A.M. & Weerasinghe T.D., 2019).

Are Rewards Effective for Boosting Motivation in the Workplace?

Discussion

Collaboration between Rewards and Motivation

A reward is something that someone receives in exchange for their hard work, achievement, or effort. A person's motivation is what drives them to take action. It is what motivates someone to act or achieve an objective. Motivation is the strength and direction of behavior and the factors that influence people to behave in certain ways (Armstrong & Taylor, 2023).

     • Rewards have the potential to boost motivation. When people know that their efforts will be valued or rewarded, they are more likely to work harder and stay committed. Motivation can drive people to achieve their goals even in the absence of immediate rewards, but rewards can improve long-term engagement.

 To put it simply, rewards are the encouragement that keeps the fuel burning, and motivation is the fuel itself.

Type of Rewards

		Category		Example Rewards		Main Goal
	*	Cash	*	Bonuses, profit sharing	*	Drive performance
	*	Non-Cash	*	Praise, extra leave	*	Boost morale
	*	Career Development	*	Promotions, training	*	Encourage growth
	*	Recognition-Based	*	Peer nominations, shout-outs	*	Strengthen culture
	*	Perks & Benefits	*	Flex hours, wellness programs	*	Improve satisfaction
	*	Experiential	*	Vouchers, trips	*	Create memorable motivation
	*	Symbolic	*	Personalized gifts, awards	*	Build loyalty

Table 1: Type of Rewards

Figure 1: Model of total rewards: Source: (Armstrong & Taylor, 2023)

How to Motivate Employees via Rewards

The secret to motivating employees with rewards at work is to make them feel valued and appreciated. When workers know that their efforts are appreciated, they become more driven and productive. Offering modest rewards like compliments, thank-you notes, or "Employee of the Month" recognition can boost morale. Financial incentives that encourage better performance include bonuses and gift cards. When workers receive non-cash benefits like training opportunities, flexible work schedules, or more leave, they feel more trusted and supported. By offering timely and significant rewards, employers can foster a productive workplace where everyone is motivated to give their best effort.

Examples in Sri Lanka

** Large Scale Apparel Industry

A study by Husain & Batagoda (2017) revealed that employee motivation at the operational level was greatly impacted by both intrinsic and extrinsic rewards in Sri Lanka's large-scale apparel industry. They came to the conclusion that supervisor praise and pay had "great impact."

 

**Tea Industry

In a case study of a tea factory in Morapitiya, Sri Lanka, Lakmali et al. (2022) found that both monetary and non-monetary incentives, like as bonuses and overtime compensation, have a major impact on employee engagement.

These examples demonstrate that reward systems have measurable effects on motivation and retention even in Sri Lanka's resource-constrained industries.

 Conclusion

In conclusion, rewarding employees is one of the easiest and most effective ways to keep them motivated at work. When people feel that their efforts are appreciated, they are inherently more dedicated and productive. Rewards, whether in the form of bonuses, recognition, or small gestures like compliments and extra time off, show employees that their efforts are appreciated. In a positive workplace where team members are appreciated and rewarded, employee motivation, loyalty, and performance all rise.

References

·         Armstrong, M. & Taylor, S. (2023) Armstrong’s Handbook of Human Resource Management Practice. 16th ed. London: Kogan Page.

·         Husain, A.P.M.S. & Batagoda, C.K., 2017. Impact of organizational rewards on employee motivation of operational level employees in the Sri Lankan large scale apparel industry in Colombo District. Human Resource Management Journal, 5(2). 

·         Lakmali, M.G.T., Samaraweera, G.C. & Harshana, P.V.S., 2022. Significance of financial and non‑financial incentives in shaping employee motivation in tea industry: A Sri Lankan case study. Sri Lankan Journal of Agriculture and Ecosystems, 4(1), pp.112‑124. 

·         Shibly, M.A.M. & Weerasinghe, T.D., 2019. The Impact of Financial Rewards on Work Motivation of Operational Level Employees: Evidence from a Leading Manufacturing Organization in Sri Lanka. Sri Lanka Journal of Advanced Social Studies, 9(1), pp.3‑17. 

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