When one of my team members went on maternity leave, I asked another to temporarily cover her duties. I knew this meant extra work and less time for herself. To acknowledge this, I gave her a Stretch Allowance – a small token for taking on the additional responsibility.
When I wasn’t entirely sure if a team member was ready for a promotion, I struck a deal with her – she’d take on the role’s responsibilities temporarily with an Interim Allowance to compensate her for the added accountability.
When my team members volunteered to step up and handle additional tasks during peak periods or crises, I always rewarded them with extra bonus points in their performance appraisals. These points directly impacted their incentive payouts. It wasn’t just about saying ‘thank you’, but also making sure their extra effort translated into tangible rewards.
While giving employees opportunities to grow is important and beneficial for their careers, we must remember why people come to work in the first place – to earn a living. If we expect them to sacrifice their time and energy for the team, we must compensate them fairly.
This is how we build loyalty. Fair leaders foster loyal teams. Let’s not shortchange our people.
Sekian.
xoxoxo, AuntyHR
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