, Kouzes & Posner state that the creative use of rewards is another defining characteristic of leaders. When I worked as a Security Holder Relations (SHR) representative at a global bank, several SHR employees were dissatisfied with the pay and annual increases. This news funneled its way to the HR manager who met with the SHR employees to explain how salaries were calcuated. She stated that the salaries were in pace with comparable customer service jobs within the state. She also stated that many intrinsic benefits and rewards were also applicable that did not apply to comparable jobs. I may have disagreed with the timing of her remarks about intrinsic benefits and rewards but the point was clear: when SHR employees went over and above the call of duty, "personal currencies" were received that made working there more gratifying and valuable than working in, for example, a JC Penny customer service unit.Credible leaders "encourage the heart" by knowing how to blend intrinsic and extrinsic rewards to recognize contributions that relate to shared values. When there is a great need to clarify and unify organizational values and beliefs, it is important to ensure that your constituents internally connect with the overarching goals of the company.
As a leader, I challenge you to draft a proposal, to top management, which would include specific intrinsic and extrinsic rewards that can be used to recognize progress on key projects and the achievement of unparalled performance. Rewarding contributions serves as a way to pay attention to how people are living out the company's values. This will also recognize individual and team contributions and directly unify employees around shared values.
