As China began to shift economic growth more to innovation and entrepreneurship, more and more hi-tech company merging and more and more knowledge worker ,whose service is vital for new economic growth, occupy the labor force. However, the predicament manifested which how to makes those well-educated young people motivated and engaged.
Chinese employer find rich resources to learn from Chinese history and consulting company preaching so called modern motivation, which makes the really issue of rewarding and engaging complicated, so it is necessary to introduce effective way of motivation.
Many researches proven that for effective program designing, several factors have to be consider.
A few program. Simple and succinct is key element of recognition and rewarding program. To mush program can only produce confusion among audience. Report from The total Reward Association show that most company have 3-6 programs, usually including length of service and peer to peer program.
Communication. The only way to makes employee participating is well communication and understanding of intention of program. Research show that the main reason of failure and termination of program is misunderstanding which makes employee retreated and withdraw. More important, for Chinese company, misconception about program, can course divergent and misalignment with core value.
Budget. Recognition and rewarding program belong to no-monetary incentive program, but never means that the program need no money and budget. Setting up realistic target and allocating resources accordingly can makes program attractive and meaningful.
Rewarding and motivation is both old practice and philosophy, it need to be graceful design and implementation in knowledge time in order to make employee more engaging and more productive because that people is the only power and differentiation factor.