But inter-office competition creates winners and losers. When operating at its maximum potential, special recognition has only winners. In order to motivate poor performers, it's crucial to recognize small improvements and positive changes, even if outcomes aren't yet up to par. This allows underachieving employees to obtain success in small unit steps. When a manager uses recognition and rewards to motivate an employee, whether a fast tracker or an underachiever, the goal is to reinforce successful behaviors so the employee will repeat them and apply the same determination to other tasks.
Spontaneous rewards acknowledge exceptional performance when it occurs.
These informal rewards and various forms of recognition require minimal planning and effort. Some theorists believe that the most powerful motivator for an employee is a personal, instant recognition from a supervisor. When organizations allow weeks or months to pass before giving rewards, employees receive little motivation to repeat their actions. An immediate sincere word of thanks from the right person at the right time can prove invaluable. One common misconception surrounding employee recognition states only high-priced trips or lavish gifts effectively communicate gratitude.