The secret to giving safety rewards that really motivate is simple: ask people what they want. Find out what it’s going to take to get them to do what you want. Try to tailor awards as much as possible so that you get maximum motivational effect for each individual.

Safety Rewards Are Not One-Size-Fits-All

What’s motivational to one individual might hold no allure for somebody else. So the hard part about individualizing awards is that it requires you to take the time to get to know each person.

But that’s really not such a bad thing. As the baby boomers age, it will become harder to attract and retain good people. In our lifetime the day will come that workers will start interviewing us. This is going to place a premium on getting to know each one of your workers.

Consistency and treating everybody the same are often cited as worthy management qualities. And to a large extent they are. But not always. It’s okay to treat people differently when you ask them what they want. Workers understand that you’re making the effort to find out what’s important to them. In fact, you can and should have fun with the process.

Of course, the reward system must also be perceived as (and actually be) fair and equitable. Keep in mind that money isn’t necessarily the best incentive. Study after study demonstrates that the reward people tend to value most is private and personal recognition from their supervisors and peers.

Ineffective v. Effective Rewards

Ineffective rewards are generally characterized by the following qualities:

• Delays between earning and receiving;
• Weak link between incentive and behavior; and
• Lack value to the recipient.

By contrast, effective rewards are usually:

• Reinforced frequently;
• Provided immediately after they’re earned;
• Earned by safe behavior on a daily basis;
• Of value to the recipient; and
• Accompanied by some form of celebration.

Conclusion

I’ll finish the series next week with a discussion of the different kinds of safety rewards and the effectiveness of each.

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