GiftCard Partners Blog

The start of a new year gives organizations a natural reset point. Employees return with fresh energy, new goals, and a desire for clarity about what’s ahead. But motivation doesn’t sustain itself; it requires intentional structure, thoughtful communication, and environments that support people in doing their best work.

Surprisingly, we've found that fixed pay (salary) and individual performance pay have little affect on innovation, while variable group pay and indirect pay (employee benefits) have a much stronger impact.

Recognition in the workplace is a powerful motivator, providing employees with a sense of purpose and accomplishment. Studies consistently show that peer-to-peer recognition plays a crucial role in employee engagement, productivity, and retention.

Employee rewards should be differentiated by the employers goal in giving the reward. If you're giving a reward for a job well done in an "everyday instance", the reward should be different than exhibiting exemplary community behavior, which should be different than a reward given for long term growth. Here are three situations and how to differentiate employee rewards for each.