Cafe Classic: How to Reward Those Who Must Step Up During Tough Times? Thoughtfully!

Editor's Note:  In the chaos of what organizations are facing today, many employees are stepping up.  Many because they don't see an alternative to doing so, many heroically.  Today's Classic was originally posted during an earlier time of crisis, more than 10 years ago; sharing it with a few light edits as food for thought today.

During these times of upheaval, many employees are being asked (that's a nice way of putting it, eh?) to take on more.

The question becomes: Who, where and how to reward for this?

My advice is to proceed with thought and care.  These days, and for the foreseeable future, it is likely that everybody's job will require going above and beyond, taking on additional work or stepping up to new levels of responsibility.  And operating in a climate of stress.  For this reason, we should be thoughtful about the manner in which we reward these efforts. Emotions can be running high and people may be extraordinarily sensitive about how and to whom extra recognition and rewards are being funneled.  Looking forward and optimistically, chances are good that this too will pass and we will find ourselves at some point (hopefully sooner than later) settling into a new normal.  While we must take care of our employees, particularly those who are facing down enormous obstacles to take care of customers and team-mates, colleagues of mine who've traveled through crisis and back would caution us against creating a culture where being asked to do more always sets up the expectation of a raise. 

While cash is king, there are an array of tools in your reward toolbox.  Do be sure to consider them all.

Having said that, I think we can all agree that there are situations where someone takes on more ... and situations where someone takes on MORE.  The trick is to establish clear, defensible criteria for distinguishing between the two.

For employees who are clearly doing MORE, where some kind of reward is probably appropriate, I would advise taking a closer look at the circumstances to determine whether MORE ...

• Is a temporary/short-term situation or likely a longer-term thing.  If the duration of the additional work is expected to be short-term, I think a (permanent) base salary increase is ill-advised.  Perhaps some kind of cash bonus or non-cash recognition program would be the best fit to rewarding these employees.

• Involves more of the same level and type of responsibility or reflects a different and higher level role.  With the former, I would start by looking at whether your performance management/merit increase programs are positioned to provide an appropriate reward.  If not, perhaps cash or non-cash recognition is - again - worth exploring as an approach.  In the latter case, it sounds to me as though you might consider re-evaluating the position and treating it (and the employee holding it) in a manner consistent with your policy for job upgrades.

I'm not suggesting that these are the right answers or approaches.  My point is simply that rewarding those who step up should happen in a way that is commensurate with the circumstances, mindful of the precedent being set, and - ultimately - aligned with your longer-term values and reward philosophy.

What you begin today you will live with tomorrow. 

Ann Bares is the Founder and Editor of Compensation Café,  Author of Compensation Force and Managing Partner of Altura Consulting Group LLC, where she provides compensation consulting and survey administration services to a wide range of client organizations.  She earned her M.B.A. at Northwestern University’s Kellogg School and enjoys reading in her spare time. Follow her on Twitter at @annbares.

Comments

[E. James (jim) Brennan]

While "cash is king," because it is the only compensation we can spend, please remember that "not all rewards jingle."

Although cash pays the bills, for example, praise and recognition thrills the soul. We have many tools in our Total Reward chest of options.