Imagine the following scenarios:
Scenario 1: Your manager or supervisor asks you to complete a task. That’s it. Just a please and thank you.
Scenario 2: Your manager asks you to complete the same task, but in this scenario, they tell you there is a real reward waiting for you at the end.
In which scenario do you feel you would be more motivated to start and finish the task?
Most people choose the second one. A reward is almost always welcomed as a means to boost motivation.
That said, the daily life of an employee is not always like these oversimplified scenarios. Most professionals are tasked with a wide variety of assignments; not all are created equal.
In other words, employees might enjoy some of their assigned tasks, and an external reward won’t do much to boost motivation. In contrast, employees might find other tasks uninspiring. In this case, a reward is often welcomed to get the motivation ball rolling.
That’s where Applauz Goals come in.
Today we’ll look at Applauz Goals and how this incentivization module can help managers with the following:
At work, we all favour some of our assigned tasks more than others. Yet, there is one thing we can all agree on: When we know that our hard work will be noticed by a supervisor, it’s easier to maintain our efforts.
That’s because transparency is a great motivator. In other words, when employees trust that leaders will take notice of their work, they will feel motivated to keep the ball rolling.
Applauz Goals help promote manager-employee transparency. In short, with Goals, employees are never left to wonder if their efforts will be noticed and rewarded.
Pro Tip: Managers can use Goals in parallel with a project management or productivity tool to provide that extra boost of incentive to start and finish a project or task.
That said, there are many ways managers can use Goals to incentivize employees. Goals can be used to other objectives, not just work-related ones.
Organized by Goal type, here are some concrete ideas for Goals that managers can set up.
Professional Development & Learning Goals:
Personal Growth & Wellness Goals:
Pro Tip: Remember the SMART acronym when planning goals. Goals should be Specific, Measurable, Attainable, Relevant, and Timebound.
When a Goal is marked as complete, there are two ways employees will be automatically rewarded:
When setting a new Goal, managers can assign the desired quantity of Applauz Points or a Badge (or both) and these rewards will be received by the employee when the Goal is marked as complete.
Badges can also be assigned to a Goal. Each Badge represents the value the employee brought to the task, such as “mad skills,” “thinking bigger,” and “above and beyond.”
Badges are anything but generic. They celebrate and highlight what the employee did differently, which is critical in giving powerful employee recognition.
Pro Tip: Managers or administrators can create their company's own custom Badges to better reflect their values and voice.
On any given day or week, managers and supervisors ask employees to complete a variety of tasks and assignments.
In short, there are so many different types of tasks and assignments. Many of them (especially those spontaneous, ad-hoc tasks) are never put on paper.
As a result, employees are putting in effort and work. Still, they are never officially rewarded or recognized for achieving them.
Failing to recognize these small but essential contributions can quickly lead to employee resentment. It shouldn't be a surprise when disengagement follows.
So how can managers keep track of everything that their team has accomplished?
Formalizing tasks and assignments into Goals on Applauz gives managers the tools to reward employees, but most importantly, to keep track of all their employee's successes, big and small.
In the process, managers will quickly spot trends. For example:
As a result, managers can better tailor their coaching or motivational strategies accordingly.
Applauz Goals is a useful tool for managers to keep track of employee objectives and offer timely rewards for completing them.
With Goals, your company's managers will be able to:
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