How do I assign profit and retention points to my collaborators?

One of the most frequent questions when I speak with my clients is how I assign the points to my collaborators and possibly it is also your question. However, the first question to answer should be what I want to achieve. Retention, responsibility, commitment, happiness…

If we talk about retention, we can say that we want to reward the seniority of the collaborators in the organization and this will also depend on the average or the current average retention, if we have a monthly rotation, we will have to reward each month, so that the collaborators / employees , they may want to collect points for the benefits they want and this will generate a greater permanence making it possible to be reflected in the turnover indicators.

On the contrary, if you want to achieve responsibility, commitment, values ​​or others, recognition by the other is ideal, points can be earned for our own actions, goals, achievements, which can be recognized by my boss or colleague. This will give people a rationale for the impact that their work is generating on others and therefore the satisfaction of seeing it recognized by the other plus the award given, the points, which will make it real in the product I want.

All of the above generate Well-being and happiness, but we can add points to everyone in the organization for the mere fact of belonging to it, that is to say to your employee, thank you for being here, for being part of this company and making it a reality. And these points, you can award them by position, level, area, and at different times of the year, such as special parties, birthdays and others.

With the above understood, we can enter how to assign them and this will be based on the budget you have for the year in question. Divide them first by the coefficient of points that you will handle, for example if you have US100,000 for a year and each point will be equivalent to a US10, then you have 10,000 points, or at a US1 you will have 100,000 points.

And from there you can create an allocation strategy, if you want to give everyone the same, you can, for example, divide the number of points among all the employees of the company and then give them 30% of those points for belonging to the company, 10% of the same reserved for the birthday date, 10% for each year of seniority and 50% to divide it into 5 recognitions that are earned during the year.

Another example could be by levels within the organization, generating a higher percentage than the levels that you need to reinforce more, creativity is part of the assignment, the important thing is to know what you want to achieve to generate the assignment strategy. Remember that the emotional salary generates work happiness and commitment and work happiness leads to increased business productivity, it is a whole cycle of happiness.

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