Program Anugerah Pekerja Bulan Ini: Mengapa Ia Penting & Idea Ganjaran Terbaik

It is perhaps safe to assume that when one of the greatest writers of the last century, Nobel laureate William Faulkner said, "Gratitude is a quality similar to electricity; it must be produced and discharged and used up to exist at all.", he was not thinking about the employee of the month programs instituted in the contemporary workplace.

That said, his thoughts about gratitude are undoubtedly timeless and can apply to a wide range of situations.

Dari masa ke masa, langkah-langkah pengiktirafan pekerja telah menjadi begitu banyak di mana-mana dalam perniagaan moden bahawa mereka sering menjadi sebahagian daripada visi dan etos korporat mereka.

While the necessity and fruitfulness of employee of the month award programs are largely unquestionable, the structure of these outreach methods is increasingly coming under the scanner.

The pitfalls of a poorly designed employee recognition program

Most leaders and HR professionals intuitively grasp that a poorly-conceived or inefficiently executed employee recognition program could not just lack impact but could also harm the business considerably.

Walaupun terbukti bahawa program run-of-the-mill adalah salah pengagihan sumber dan masa yang mengerikan, ia juga boleh membawa kesan negatif yang meluas terhadap semangat pasukan.

When setting employee of the month criteria, the cardinal sin is not to disclose it. Employees who do not clearly understand what is sought of them cannot ace those requirements.

Tambahan pula, walaupun program-program ini sering merupakan cara terbaik untuk mendapatkan pekerja untuk melibatkan diri antara satu sama lain, meletakkan terlalu banyak penekanan kepada keputusan pekerja persaingan bulan boleh memupuk daya saing yang tidak sihat dalam pasukan dan mewujudkan keretakan.

A significant flaw in how the management and leadership teams view such programs is that often, managers believe that employee recognition initiatives are limited to conducting a monthly rewards program.

Building a culture of consistent positive reinforcement and regularly recognizing day-to-day achievements are imperative to forging a strong and motivated team.

Ia tidak selalu memerlukan program atau insentif kewangan yang rumit untuk memotivasi pekerja, kerana terima kasih yang mudah sering pergi jauh dalam membuat mereka merasa dihargai dan dihargai.

What do the experts say about the employee of the month award program?

Diterbitkan dalam Jurnal Pengurusan Tingkah Laku Organisasi, Douglas A. Johnson dan Alyce M. Dickinson menjalankan analisis menyeluruh pekerja contoh program bulan. Mereka datang dengan beberapa pandangan yang mengejutkan. Selepas menjalankan dua program simulasi pada kumpulan kawalan, mereka mendapati bahawa;

Penulis seterusnya menjelaskan bahawa kesan negatif program ini boleh diperbesarkan sekiranya kriteria untuk memperoleh ganjaran tidak spesifik. Walaupun data ini pada mulanya kelihatan bertentangan intuitif, perlu diperiksa secara terperinci kerana implikasi eksperimen ini boleh menjadi sangat luas apabila digunakan pada kebanyakan pejabat.

Therefore, businesses must invest as much time and effort in designing employee recognition schemes as they implement them. Being conscious of the pitfalls of a poorly designed recognition scheme and eliminating them is the first step employers must take while structuring a program that works.

The most massive revelation regarding employee recognition schemes is that frequent and focused outreach will have a significantly more significant impact than a scattered program.

Juga, sangat penting bahawa ganjaran terikat dengan nombor produktiviti tertentu dan beberapa aspek prestasi.

Adakah "Pekerja Bulan" idea yang baik?

Adakah anda berfikir bahawa anugerah "Pekerja Bulan" berfungsi?

The answer is no. The primary reason is that it only recognizes one employee and is not the best choice regarding employee motivation boosters because, eventually, the other employees will feel left out.

Tetapi jika anda sudah menjalankan program Pekerja Bulan dan ia jatuh sedikit rata, berikut adalah enam sebab utama mengapa ini mungkin berlaku.

1. Kriteria pemilihan yang buruk

There isn't a clear-cut criterion for why the employee is being recognized. Sometimes, the requirements aren’t measurable. This system could become problematic as you have an employee who doesn’t know why they are getting the recognition.

2. Tumpuan adalah pengiktirafan

When an Employee of the Month award is put on the table, workers often focus on achieving that instead of improving their performance and job role. This is especially true if the prize is a bonus.

Adalah lebih berkesan untuk meminta pekerja memberi tumpuan kepada matlamat perniagaan supaya fokus kumpulan adalah pada tujuan bersama dan tidak kabur dengan penetapan pada hadiah.

3. Satu pasukan tidak boleh menjadi pekerja bulan itu

An ”Employee of the Month” award focuses only on one person’s achievements. This means they often overlook others who may have also worked equally hard that month.

In many companies, it is not a single person who achieves goals but rather a group of individuals. Unhealthy competition can fester if only one is singled out and rewarded for it. Others will feel demotivated and left-out and harbor resentment for the company and their peers.

4. Menggalakkan persaingan yang tidak sihat

Some competition is healthy in the workplace. However, most companies agree that having employees collaborate and cooperate is better for overall morale, and the “Employee of the Month” award does not foster healthy competition.

Other members might feel demotivated if they are not picked as the month's top employees. This demotivation means your employees may not perform better as they see no direct reward.

As Aubrey C. Daniels (CEO of Aubrey Daniels & Associates) puts it, “The real problem with EOM is that one person's success creates another person's failure, and if the award is truly desirable, it creates destructive internal competition.”

5. Pengurus berpendapat pengiktirafan dilakukan dengan ganjaran

Recognition is more than just handing out an “Employee of the Month” award twelve times a year. Day-to-day recognition and appreciation are much better and create lasting memories for the employee.

Employers who adhere to strict reward programs like “Employee of the Month” think that’s enough and they do not need to do more. More often than not, this is not effective and does not motivate employees or enhance their productivity.

6. Terdapat hanya dua belas bulan dalam setahun

Mempunyai hanya dua belas bulan dalam tahun ini bermakna hanya dua belas orang yang boleh memenangi anugerah "Pekerja Bulan" secara realistik setiap tahun. Jika anda mempunyai syarikat 50 orang, ini boleh menjadi masalah.

Ramai pekerja akan merasa terlepas pandang, terutamanya jika mereka bekerja keras dan membantu syarikat berjaya setiap hari.

Go Beyond a Basic Employee of the Month

A monthly award isn’t enough to keep employees motivated. Empuls helps you create a recognition program that feels personal, meaningful, and truly rewarding.

Make Recognition Impactful

What needs to be the focus of employee of the month rewards?

Tidak ramai yang tidak bersetuju bahawa 'pekerja ideal' adalah pemain pasukan yang baik, boleh dipercayai, mencari pertumbuhan dan peningkatan, menyebarkan keyakinan dan kegembiraan di tempat kerja, membantu, proaktif, bermotivasi, menghargai orang lain, dan pandai menyelesaikan masalah.

Apabila ciri-ciri yang diharapkan daripada pekerja yang menjanjikan sangat pelbagai dan luas, ganjaran juga harus sama pelbagai dan komprehensif.

• A gesture of appreciation that periodically nudges employees to pursue these skills is a reliable motivator and driver of excellence.
• Instituting a weekly recognition system on a rotational basis could do wonders in boosting the morale of a team and help them lock in the gains.
• Kenali perbuatan yang berbeza. Sekiranya pekerja yang paling proaktif yang telah mengosongkan masalah yang berpotensi mendapat tepukan di belakang pada minggu pertama bulan itu, minggu depan, pekerja yang telah menjadi panduan terbaik kepada rakan sekerja harus mendapat penghargaan.
• Beri ganjaran dan pengiktirafan nilai-nilai dan bukan orang itu. Ini membantu kakitangan menyelaraskan diri mereka dengan nilai syarikat berbanding prestasi individu tertentu.
• Faedah kewangan juga.

Adalah mudah untuk membayangkan bagaimana sistem sedemikian bermakna bahawa kebanyakan pekerja akan mendapat pengiktirafan yang mencukupi untuk usaha mereka dalam tempoh tertentu. Ia sangat bermanfaat kerana skim pengiktirafan berorientasikan hasil konvensional boleh bermakna bahawa beberapa sifat penyumbang berharga yang tidak ternilai akan disedari.

Juga, ia akan membantu mengelakkan beberapa ahli pasukan daripada tidak mendapat pengiktirafan sama sekali.

Oleh kerana tidak dapat dinafikan mempunyai pasukan pekerja yang cekap bermotivasi akan memberikan hasil yang lebih baik daripada mempunyai beberapa penghibur yang menonjol dalam kumpulan besar, majikan mesti berusaha untuk secara aktif menggalakkan pembinaan pasukan.

Berinovasi, menyesuaikan & memulakan Anugerah Pekerja Bulan anda

Walaupun ia mungkin kelihatan sedikit remeh, ia juga bermanfaat untuk mempunyai kategori pengiktirafan yang memberi tumpuan kepada ciri, tingkah laku, dan amalan yang tidak dipertimbangkan secara tradisional dalam program pengiktirafan pekerja.

Contoh kategori tersebut boleh termasuk:

• Penyelesai masalah paling kreatif bulan ini
• Seorang pekerja bulan yang tidak pernah mengulangi kesilapan
• Pekerja paling tenang di bawah tekanan
• Juara penyelesaian konflik
• Penyelesai masalah utama

Memulakan kategori tersebut boleh memberi pelbagai kesan yang bermanfaat kepada pasukan. Pertama, ia menggalakkan pengurus dan ahli pasukan untuk melibatkan diri antara satu sama lain dalam pelbagai bidang kepentingan profesional yang lebih luas.

Ia adalah hasil sampingan yang berharga dari program pengiktirafan pekerja seperti terlalu kerap untuk interaksi antara pengurus dan pekerja terhad kepada sasaran, nombor, dan graf.

Manfaat penting kedua untuk menambah kategori seperti ini agak jelas. Ia membantu memupuk pembangunan holistik dalam pekerja dan mencerminkan apa yang mereka perlukan untuk bekerja.

Suatu hari, pekerja serba boleh adalah pertaruhan yang lebih baik daripada seseorang yang mungkin kekurangan banyak kemahiran yang mereka miliki.

Akhir sekali, menambah kategori ini juga merupakan cara yang cekap untuk melegakan tekanan dan memastikan persekitaran pejabat anda ringan dan menyeronokkan. Banyak tempat kerja moden sering menjadi terlalu tepat pekerja mereka dan secara beransur-ansur mula menyebabkan penyakit yang berkaitan dengan tekanan dan penyakit lain.

Hence, it could be beneficial to the optimal functioning of the team that the employees remain cheerful, calm, and productive.

5 Employee of the month reward ideas

Recognizing employees for their hard work keeps them motivated and engaged. A well-planned Employee of the Month Award not only acknowledges their contributions but also sets a positive example for the entire team. Here are five Employee of the Month Rewards that go beyond just a certificate or a thank-you email:

1. Gift cards with personal choice

Instead of generic gifts, give employees gift cards or shopping vouchers so they can pick something they truly want. Whether it’s for a favorite restaurant, an online store, or a wellness experience, this adds a personal touch to the Employee of the Month Recognition and makes it more meaningful.

2. Masa cuti berbayar tambahan (PTO)

An additional day off or a half-day of their choosing is a highly valued reward. It allows employees to recharge, spend time with family, or simply enjoy a break as a well-earned benefit. This makes the Employee of the Month Award feel special while reinforcing a culture that prioritizes work-life balance.

3. Exclusive experiences or memberships

Consider giving access to unique experiences such as concert tickets, spa days, or subscriptions to services like audiobooks, streaming platforms, or fitness apps. This keeps Employee of the Month Rewards exciting and tailored to individual interests.

4. Public recognition & workplace perks

Make recognition public by announcing it in company meetings, newsletters, or internal communication platforms like Empuls. Pair this with workplace perks like a prime parking spot, priority lunch service, or an office upgrade to give the recipient a VIP experience.

5. Learning & career development opportunities

Support career growth by offering sponsored training, online courses, or tickets to industry events. Employees appreciate opportunities to upskill, and investing in their development ensures long-term engagement. Employers can also use Empuls' tax-free fringe benefits to provide professional development rewards in a cost-effective way.

A strong Employee of the Month Recognition program should be personalized, valuable, and motivating. Whether it’s flexible perks, public appreciation, or professional growth opportunities, meaningful rewards ensure employees feel truly valued while strengthening workplace morale.

The best employee of the month alternative

Mari lihat beberapa alternatif yang sihat untuk anugerah "Pekerja Bulan".

1. Pengiktirafan rakan ke rakan

Peer-to-Peer recognition allows co-workers to give positive feedback and highlight their achievements. This program works daily, so recognition is frequent, unlike an “Employee of the Month” award.

Rakan sebaya lebih cenderung untuk mengetahui apa yang sedang berlaku di tempat kerja, jadi ganjaran berasa kurang politik dan tidak membiak persaingan yang tidak sihat.

Dengan program ini, rakan sebaya boleh menunjukkan pengiktirafan kepada mereka yang telah membantu mereka dengan kerja mereka, mencapai matlamat kerja, atau melakukan yang lebih baik. Anugerah seperti ini memupuk galakan di kalangan rakan sebaya.

2. Pelbagai anugerah untuk pekerja

Instead of just having one “Employee of the Month” award, why not dole out awards for different categories or criteria?

For example, SnackNation recognizes its employees by giving out a Value Victor award to employees who exemplify the company's core values during a month. The award comes with preferred parking, a trophy, and a bag of snacks. .

It's good to note that there can be more than one Value Victor, meaning multiple employees can earn the award and receive recognition for that month.

Satu lagi contoh boleh menjadi anugerah penyelesai masalah untuk pekerja yang bekerja di bawah tekanan untuk menyelesaikan masalah dan mencari penyelesaian. Anugerah "Penyelesai Masalah" mengiktiraf pekerja yang boleh membuat kejayaan daripada huru-hara.

3. Kerjasama bulan ini

A “Collaboration of the Month” award suits a team working on a project together. Instead of singling out one person to get rewarded, the whole team receives recognition.

This type of award fosters collaboration and cooperation amongst the employees, encouraging them to work together and drive workplace performance.

4. Pergi program batu tambahan

Started by Staten Island University Hospital, the “Go the Extra Mile” Program rewards employees for quickly moving hospital patients around or helping the hospital improve efficiency.

It works because employees nominate each other to improve the department's work. Then, the leader or employer tallies these nominations to find the winner. This program puts the employees in the frontline of deciding who gets the award, providing a more democratic way of doing things.

5. Buang "hari pengiktirafan" dengan ganjaran

What boosts morale better than celebrating a recognition or appreciation day? Employers plan a day where they have a barbecue or a party to hand out awards for different actions.

6. Pengiktirafan melalui pengiktirafan nafsu

Agensi iklan Omelet memulakan program yang dipanggil 60/60. Ia memberi pekerja dua jam seminggu untuk bekerja pada projek yang mereka minati. Program ini adalah mengenai menilai minat pekerja anda dan menunjukkan bahawa anda menghormati mereka sebagai individu yang unik.

Make employee of the month more meaningful with Empuls

Recognition needs to be timely, personalized and celebrated across the organization to make an impact. Empuls transforms this initiative into an engaging experience that employees genuinely appreciate.

✔ Turn recognition into a habit: Empuls enables peer-to-peer and manager-led appreciation, ensuring employees feel valued beyond a monthly award.

✔ Offer meaningful rewards: A one-size-fits-all reward rarely excites employees. Empuls lets you personalize incentives, from gift cards to exclusive perks, making recognition more impactful.

✔ Amplify achievements: Make recognition visible. Empuls’ social intranet ensures every award is celebrated publicly, reinforcing a culture of appreciation.

✔ Encourage continuous engagement: Recognition shouldn’t stop after a monthly award. Empuls helps build an ongoing culture of motivation with automated milestone rewards and engagement programs.

A well-designed Employee of the Month program should inspire, not just reward. Empuls makes recognition meaningful, ensuring employees stay motivated, engaged, and proud of their contributions. Create a culture of recognition now.

Key Takeaways

Simple changes can significantly improve employee recognition programs without requiring structural overhauls. Offering gift cards or shopping vouchers instead of fixed gifts gives employees the freedom to choose their rewards, making recognition more meaningful.

Regular feedback is essential—conducting surveys helps employers tailor recognition programs to employee preferences. Instead of focusing solely on financial incentives, companies should design programs that encourage a wide range of productive behaviors rather than just hitting performance targets.

The goal should be to foster team growth and motivation while avoiding unhealthy competition. Recognition should be frequent, well-distributed, and aimed at strengthening collaboration rather than creating rivalry. A balanced approach ensures that employees feel valued, leading to sustained engagement and better performance.