News & Insights

Employee performance management is not just about managing when problems arise, as discussed last month. Performance management also includes managing opportunities to retain employees. Employers should explore a collection of approaches to maintain a good work environment and to keep employees engaged and motivated.  

Bonus agreements can be used in a variety of ways to ensure employee reliability, availability, and responsibility. Many contractors offer bonuses for hiring, referrals, attendance and even safe driving.  But have you considered offering mid-year or milestone bonuses? For some employees, a perfect attendance bonus may feel unattainable if only offered at the end of the year, while a partial bonus at mid-year may go a long way to keep drivers motivated and engaged towards achieving a long term goal. Employers can also consider smaller rewards for notable achievements. When an employee takes pride in the cleanliness of their bus, or navigates a disruptive student situation, a small gift card to a local restaurant or shop can go a long way to express an employer’s appreciation. But bonus plans should be carefully drafted and communicated. A poorly administered bonus plan can end up causing more harm than good if employees feel that the process was unfair or if it rewards employees who may have met the bonus criteria, but failed in other obvious or notorious ways in the work place.  

Celebratory staff lunches and gatherings can also provide an opportunity to acknowledge and applaud employees as a whole, or individuals achieving significant milestones. Consider rewarding an accident free month, or a group of employees who just passed their CDL exam. The holidays also provide a great opportunity for employers to simply thank staff for being such a valuable part of the organization. Keep in mind not every performance management tool needs to be financial. Ensuring employees feel valued and appreciated with simple acknowledgements will go a long way to keep everyone enjoying their work and coming back for more.

If you need more information or ideas on how to manage for the good of your employees, contact us at 215-896-3846 or help@rckelly.com.