Gestión de las recompensas a los empleados
Employee reward management refers to the strategic planning and implementation of rewards—both monetary and non-monetary—to recognize, motivate, and retain employees.
It plays a vital role in improving job satisfaction, productivity, and loyalty. This glossary answers the most common questions to help HR leaders and employers structure better reward programs.
What is employee reward management?
Employee reward management refers to the systematic approach organizations use to design, implement, and evaluate reward systems that recognize and incentivize employee performance and contributions.
This encompasses a variety of compensation and benefits strategies, including both monetary rewards (like salaries, bonuses, and profit-sharing) and non-monetary rewards (such as recognition programs, career development opportunities, and work-life balance initiatives).
The main goal of employee reward management is to align employee interests with the organization's objectives. By effectively managing rewards, companies can motivate employees to perform at their best, thereby enhancing overall productivity and job satisfaction.
Why is employee reward management important?
A strong reward system can boost morale, drive high performance, and reduce employee turnover.
- Motivates employees to meet or exceed expectations
- Reinforces organizational values and culture
- Builds trust and strengthens employee loyalty
Who is responsible for managing employee rewards?
HR teams typically lead reward management, but collaboration with leadership and department heads ensures relevance and fairness.
- HR handles strategy and policy
- Managers identify deserving employees
- Finance teams ensure budget alignment
When should rewards be reviewed or updated?
Reward systems should be reviewed regularly to stay relevant and competitive in the job market.
- Annually or bi-annually during compensation reviews
- After major business changes or restructuring
- Following employee feedback or engagement surveys
Where should reward policies be documented?
Reward policies should be documented in accessible HR manuals or internal platforms to ensure transparency.
- Employee handbooks or intranet
- Onboarding materials and HR portals
- Performance review guidelines
How does employee reward management work?
It starts with setting clear criteria, followed by tracking performance, offering appropriate rewards, and evaluating outcomes.
- Define objectives and eligible behaviors
- Choose a mix of financial and non-financial rewards
- Monitor impact through surveys and retention data
Encuestas sobre el pulso de los empleados:
Se trata de encuestas breves que pueden enviarse con frecuencia para comprobar rápidamente lo que piensan sus empleados sobre un tema. La encuesta consta de menos preguntas (no más de 10) para obtener la información rápidamente. Pueden administrarse a intervalos regulares (mensual/semanal/trimestral).
Reuniones individuales:
Celebrar reuniones periódicas de una hora de duración para mantener una charla informal con cada miembro del equipo es una forma excelente de hacerse una idea real de lo que les pasa. Al tratarse de una conversación segura y privada, te ayuda a obtener mejores detalles sobre un asunto.
eNPS:
eNPS (employee Net Promoter score) es una de las formas más sencillas y eficaces de evaluar la opinión de sus empleados sobre su empresa. Incluye una pregunta intrigante que mide la lealtad. Un ejemplo de preguntas de eNPS son ¿Qué probabilidades hay de que recomiende nuestra empresa a otras personas? Los empleados responden a la encuesta eNPS en una escala del 1 al 10, donde 10 significa que es "muy probable" que recomienden la empresa y 1 significa que es "muy improbable" que la recomienden.
En función de las respuestas, los empleados pueden clasificarse en tres categorías diferentes:
- Promotores
Empleados que han respondido positivamente o están de acuerdo. - Detractores
Empleados que han reaccionado negativamente o no están de acuerdo. - Pasivos
Empleados que se han mantenido neutrales con sus respuestas.
What are the components of a good reward management system?
A well-rounded system combines pay, benefits, recognition, and development opportunities.
- Competitive salaries and bonuses
- Beneficios para la salud y el bienestar
- Career growth and learning rewards
- Public or peer-to-peer recognition
What challenges can arise in employee reward management?
Without structure, reward systems can create bias, resentment, or inconsistency among employees.
- Perceived unfairness or favoritism
- Misalignment with company goals
- Lack of data to measure reward impact
.png)
.png)
.png)
