Shauna Geraghty's Motivational Program Analysis

The motivational program that I found was written by Shauna Geraghty from Talkdesk. She developed this system while finishing up her doctorate in clinical psychology This program is dictated in twenty steps. Those steps are: 1. Involve all employees in the development, implementation and revision of rewards programs, ensure that employees view the rewards as worth the effort, make sure that employees understand how to earn the rewards, set reasonable and transparent performance standards for rewards, base reward determinations on objective performance data, make sure employees view the reward system as fair, always link rewards to performance, recognize small and large accomplishments, reward teamwork and cooperation, never take a good performance …show more content…
There is a study that was done asking people if they would rather be surprised with a gift or given what they asked for. The study found that the majority of individuals were more satisfied when they received what they had asked for as opposed to receiving a surprise gift. The same is true in this situation. Although a thank you and perhaps a random gift card is nice, this program makes sure that the reward is meaningful for the employee. This enables the employee to really feel satisfaction from completing a task and provides meaningful positive reinforcement. Besides this, a program that is known company wide and tailored to specific goals is a lot more meaningful to an employee as opposed to a simple handshake. A handshake can be very unclear and even interpreted wrong when it comes to a reward. Having a method that is transparent, known, and accepted companywide is much more understandable and straightforward to employees. This straightforwardness helps them connect the idea that what they did merited a known reward that others in the company can acknowledge them for. If you ask anyone what they would rather have, a handshake, or a certificate stating that they did well during this quarter and were recognized for it, I believe most people would take the certificate and recognition. The interesting thing about this program is that if employees responded that they felt the handshake was more meaningful you could simply have the handshake as the reward instead. As long as it is transparent, straightforward, and satisfies the employees as a reward you’re all