Win-Win Staff Incentives and Performance Systems

Building the innovative potential of workers

By giving the individual worker a focus on the their production, and rewards for increasing production, they will gradually be more and more interested and active in finding ways and means to increase their production.

This can lead to two positive outcomes:
1. Immediate / short-term increases of personal productivity. This may be by;
 Personal motivation to work faster for the extra rewards;
 Better organising their immediate environment (Eg, their work day, flow of work, interaction with co-workers)
 Focusing on the productive / valuable work they are there to do as opposed to distractions or less productive activities.
2. Longer-term harnessing of workers knowledge and innovative potential. As time progresses with staff working with this incentive program and thinking more with how they can influence production increases in the organisation, they will be a much more valuable resource when management want to consult them for ideas and planning. Imagine, if you will, a staff member who is eager to contribute bright ideas to management on how to increase the productivity of the organisation because they want (and have an ‘incentive’) to increase their production statistics. A year on this program would be a year of thinking of ways increase production – innovation for production.
3. Measuring productivity in no longer a mystery – sporting bodies have been measuring performances of individuals for years. (Learn how you can actually measure almost every employees work) Get a free quote from Win-Win.

Surveys tell us:

The order of the most desirable incentive:
1 Holidays
2 Gifts/vouchers
3 Money

It is recommended when employing people their salary/wage package is all agreed on beforehand. The incentive program is your choice and options can be changed to suit the time of the year along with the customs of the profession.