Monday, October 29, 2012

Motivating employees: Kick them out of the office sometimes

Topic - Companies motivate their employees as a means of retaining good workers. To do so, they incentivize the workers by offering a variety of benefits. Based on your experience, what is the best incentivizing mechanism? Qualify how well it compares to other incentives.

Employee benefits come in all kinds of packages: free lunch, convenient parking, flexible hours, generous vacation and sick leave, paid health care, free swag, and much more. Of these, I have seen flexible hours and generous leave being the most incentivizing benefits. The true benefit provided to the employee by these quantifiable benefits is that it allows the job to fit the live of the employee. Other options tend to be a roundabout way of providing more money, but these two give more time. Family time, hobby time, alone time. Whatever fits the lifestyle of the employee, they get through flexible hours and generous leave.

The other advantage of these options, asserted Kabay and Robertson in 2002, is it provides a tangible benefit to security. They discuss a specific case study about an embezzler who worked about 850 days without taking a single day of leave, never tardy, and never absent. He was such a dedicated employee because the only way to be sure his scam continued without getting caught was to always be present. A day away would be a day he risked detection. A good idea to implement along with offering generous leave is to require vacation breaks, without exception. Doing so forces the employee out of the office, which helps prevent burnout and encourages a healthy work-life balance. If a given employee seems to fight this policy more than is reasonable, they should be investigated to verify that they are just a highly dedicated employee. (Kabay & Robertson, 2002)

Kabay, M. E. & Robertson, B. (2002). Employment Practices and Policies. In Bosworth et al (Eds.), Computer security handbook. New York, NY: John Wiley & Sons, Inc.

No comments:

Post a Comment