Sounds logical, but remember that the continued pressure to work harder to achieve a reward can lead to employee burnout.
Rewards of that nature have their place, but if all perks and rewards are performance-based, you set employees on a path of burnout.
Some rewards should exist simply because people matter, not just what they can do.
Whether it’s a gift card, extra break time, or some bonus paid vacation hours; you are letting a person know they have value whether or not they created monetary value for you.
You have a business to run and customers to satisfy — that’s understood. It’s easy to put that as the most important consideration and create conditions that burn through employees.
Maybe reconsider that approach. Take it easy on how you schedule shifts.
Communicate as early as possible so employees aren’t saddled with a massive pile of last-minute stress every week. That stress adds up. They might be able to handle the work, but the last-minute changes and requests are causing burnout.
You probably know how to value and respect your employees’ personal lives and time. That’s been drummed into you over the years.
So consider this: do you value the other jobs the employee has to do that aren’t for you?
Be considerate. While the other work should never conflict or interfere with what you pay an employee to do, keep in mind that juggling multiple jobs to make ends meet creates a sense of depression, hopelessness, and weariness.
Talk to your employee. Find out how you can work with them in the situation. Clarify what you expect, but also let them know what you aren’t demanding of them.
Some jobs give employees the chance to advance to a higher position. But some jobs are “dead-end jobs.” They don’t have any opportunity for advancement. That job is the end of the line unless you work elsewhere.
You need to create goals for your employees, which may include some of the following:
