Annieindublin
Registered User
- Messages
- 381
The problem is we more mature people have less to gain by going in, the company needs us to but hasn’t worked out how to incentivise us.
I’m not getting promoted, so I don’t need face time with the CEO. My pay and conditions are fine. No extra cash is really going to be put on the table. The trendy stuff that the tech companies are doing like pizza and ping pong Fridays aren’t my thing, I’ve kids to collect etc.
To my mind the answer is clear, the main incentive of interest to middle aged middle managers is time off. So build in some TOIL or similar into the rewards scheme. If I can work up time off, or a few hours here and there in return for a regular presence in the office that might work.
For other people cash bonuses might be an advantage, but surely a package can be put in place.
Many years ago a company I worked for employed a consultant to devise new incentive programs, staff were able to pick a certain amount, some wanted cash, others time off, others flexibility.. others access to training and education… the company set the parameters and we worked around it. Everyone felt they had some input and autonomy which boosted morale a lot.
I’m not getting promoted, so I don’t need face time with the CEO. My pay and conditions are fine. No extra cash is really going to be put on the table. The trendy stuff that the tech companies are doing like pizza and ping pong Fridays aren’t my thing, I’ve kids to collect etc.
To my mind the answer is clear, the main incentive of interest to middle aged middle managers is time off. So build in some TOIL or similar into the rewards scheme. If I can work up time off, or a few hours here and there in return for a regular presence in the office that might work.
For other people cash bonuses might be an advantage, but surely a package can be put in place.
Many years ago a company I worked for employed a consultant to devise new incentive programs, staff were able to pick a certain amount, some wanted cash, others time off, others flexibility.. others access to training and education… the company set the parameters and we worked around it. Everyone felt they had some input and autonomy which boosted morale a lot.