Rewards can be powerful management tools, but only if you implement them effectively. Discover how the right timing and getting to know your employees better can improve the impact of your recognition methods. 

I surveyed ten of my colleagues from different high-tech companies about the state of employee rewards programs at their company. One colleague told me about the outstanding reward programs where he works. The other nine colleagues told me something much different. Their feedback is easily summarized as follows: "Our reward programs are pathetic!"

What's the difference in the thinking by managers at the company with the effective reward program and the managers at the companies with the pathetic reward programs?

In my first entry on employee rewards, I emphasized the importance of knowing the recipient well enough to reward them with something that is meaningful to them.

But there is more to effective reward programs than providing a meaningful award. Let's take a step back and explore answers to the questions: What is the purpose of a reward program? How can we innovate to make reward programs more effective?

My first post on rewarding employees explored the importance of providing a reward that is meaningful to the recipient. My second post explored the purpose of rewards, the timing of rewards, and my thoughts about rewarding all the members of a team rather than a few individual members of the team.

In this final post on rewards, I explore answers to the following questions: Do rewards work? Are they manipulative?