Glossaire

Glossaire des termes relatifs à la gestion des ressources humaines et aux avantages sociaux

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Récompenses extrinsèques

Extrinsic rewards are a piece of carrot on a stick that helps to achieve better performance. They can be in the form of rewards, money, gifts, or are based on individual efforts.

While these types of rewards do tend to increase productivity in most circumstances, they also influence an employee's attitude and willingness to perform.

Qu'est-ce qu'une récompense extrinsèque ?

Extrinsic rewards are usually financial or tangible rewards given to employees. Extrinsic rewards are benefits that come in the shape of cash, vouchers or tickets.

They can be used to reward performance in a specific behavior and dedication. They can also come in the form of praise and recognition, which is praised by psychologists as effective. This kind of reward is offered when a person's achievements are greater than what was expected.

Pourquoi les récompenses extrinsèques sont-elles importantes ?

People have a natural tendency to do things that they enjoy and get rewarded for. In the workplace, extrinsic rewards can be used to encourage employees to perform their duties more efficiently.

Here are some of the benefits of extrinsic rewards in the workplace are:

Boosts employee motivation: Extrinsic rewards are often used as incentives to motivate employees to perform better or maintain high standards. They can also be used as a punishment for poor performance by withholding rewards from workers who don't meet their targets.

Improves Employee retention: Extrinsic rewards such as bonuses or salary increases can be used to retain valuable employees who might otherwise leave for another company offering better pay or benefits.

Build teamwork: Extrinsic rewards help build teamwork among employees because they allow them to work together towards common goals. When people work together with shared goals, they tend to develop stronger relationships with each other as well as stronger commitment towards achieving those goals successfully.

Helps in performance improvement: Employees who feel motivated by extrinsic rewards will be more likely to improve their performance over time than those who don't receive any external motivation at all.

Increases employee productivity: They increase employee productivity because employees have something to work toward achieving such as raises, promotions and bonuses. When employees know that their hard work will result in something positive such as a raise or promotion, they tend to work harder so that they can reach their goals faster so that they can receive their reward sooner rather than later.

Quand les récompenses extrinsèques doivent-elles être utilisées sur le lieu de travail ?

Extrinsic rewards should be used when you have a specific goal in mind that you know your employees will find rewarding. They are particularly useful in the short-term for motivating employees to work towards one specific organizational goal. For example, offering additional money if an employee meets a sales quota is an example of extrinsic rewards used in the workplace.

How does extrinsic reward work?

Extrinsic reward works on the carrot and stick appproach. It is doing what you do with the aim of achieving something that you are hoping to receive. It is an external reward system. It is not you feeling motivated and going out and doing what you need to do. It is motivation that comes from something added on to you already doing the work.

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Quels sont les différents types de récompenses extrinsèques ?

There are two main types of extrinsic rewards that help to improve employee motivation:

Monetary rewards: These include money, bonuses, and raises. Money is a powerful motivator and can be used to reward both individual performance and team performance.

Non monetary rewards: These include praise, public recognition, and awards such as trophies or plaques. Public recognition can be an effective way to reward employees for their efforts because it encourages others to follow their example and reinforces the importance of their work.

Quels sont les avantages des récompenses extrinsèques ?

The advantages of extrinsic rewards are:

Ils peuvent être utilisés comme des incitations à des comportements spécifiques.
They can be used to motivate people who lack intrinsic motivation for an activity.
They help people to focus on doing their best work without worrying about the outcome.
They can help improve performance by increasing employee engagement and commitment to the organization’s mission and goals.
They help employees focus on specific tasks rather than get distracted by other things around them.
Ils peuvent motiver les gens à travailler plus dur et plus longtemps qu'ils ne le feraient en l'absence d'incitations.
Ils sont faciles à mettre en œuvre et à administrer.

Enquêtes sur le pouls des employés :

Il s'agit d'enquêtes courtes qui peuvent être envoyées fréquemment pour vérifier rapidement ce que vos employés pensent d'un sujet. L'enquête comprend moins de questions (pas plus de 10) afin d'obtenir rapidement des informations. Elles peuvent être administrées à intervalles réguliers (mensuels/hebdomadaires/trimestriels).

Rencontres individuelles :

Organiser périodiquement des réunions d'une heure pour discuter de manière informelle avec chaque membre de l'équipe est un excellent moyen de se faire une idée précise de ce qui se passe avec eux. Comme il s'agit d'une conversation sûre et privée, elle vous permet d'obtenir de meilleurs détails sur un problème.

eNPS :

L'eNPS (employee Net Promoter score) est l'un des moyens les plus simples et les plus efficaces d'évaluer l'opinion de vos employés sur votre entreprise. Il comprend une question intrigante qui permet d'évaluer la loyauté. Voici un exemple de questions posées dans le cadre de l'eNPS Quelle est la probabilité que vous recommandiez notre entreprise à d'autres personnes ? Les employés répondent à l'enquête eNPS sur une échelle de 1 à 10, où 10 signifie qu'ils sont "très susceptibles" de recommander l'entreprise et 1 signifie qu'ils sont "très peu susceptibles" de la recommander.

Sur la base des réponses, les salariés peuvent être classés dans trois catégories différentes :

Promoteurs
Employés qui ont répondu positivement ou qui sont d'accord.
Détracteurs
Employés qui ont réagi négativement ou qui ont exprimé leur désaccord.
Passives
Les employés qui sont restés neutres dans leurs réponses.

Quels sont les inconvénients des récompenses extrinsèques ?

Les inconvénients des récompenses extrinsèques sont les suivants :

They can lead to cheating and unethical behavior.
They don’t motivate people to be creative or innovative.
They can create an unhealthy focus on money and material things over other intrinsic motivations like personal growth and achievement.
They focus on the end result instead of the process.
Ils peuvent créer une culture à court terme qui ne favorise pas la croissance ou l'innovation.
Ils peuvent être peu fiables et imprévisibles.

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Note: Pushing an employee too far with extrinsic rewards can result in demotivation due to over-reliance on extrinsic motivations, which can result in less efficiency than intrinsic motivations.