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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Repeat rewards is a strategic approach used by organizations to motivate and encourage positive behavior and high performance. This system involves recognizing and rewarding employees for their achievements or behaviors that align with the company’s goals, thereby incentivizing them to repeat those actions.

What are repeat rewards?

Repeat rewards refer to a system of positive reinforcement in which employees are rewarded for certain behaviors or achievements, incentivizing them to repeat those behaviors or achievements in the future.

For example, if an employee meets a project deadline and is acknowledged or rewarded for this, they are likely to register the positive feeling associated with the reward and continue to meet other deadlines on time. This process is beneficial for both the employee and the organization.

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When are repeat rewards distributed to employees?

Repeat rewards can be distributed to employees at various intervals, depending on the organization's policies, practices, and goals. Some common approaches to distributing repeat rewards include:

  • Monthly: Monthly repeat rewards are often used to recognize employees for their consistent performance and contributions over a specific period. These rewards may include bonuses, incentives, or recognition programs that are distributed on a monthly basis to reinforce desired behaviors and outcomes.
  • Quarterly: Quarterly repeat rewards are another common approach, providing employees with recognition and incentives every three months. Quarterly rewards allow for a longer evaluation period and can be tied to performance metrics or key milestones achieved during that time frame.
  • Annually: Annual repeat rewards are typically distributed once a year, often as part of an annual performance review or appraisal process. These rewards may include salary increases, bonuses, or other forms of recognition for employees' achievements and contributions throughout the year.
  • Continuous or rolling basis: Some organizations choose to distribute repeat rewards on a continuous or rolling basis, where employees receive ongoing recognition and incentives as they achieve specific goals or milestones. This approach allows for more frequent reinforcement of desired behaviors and outcomes.
  • On work anniversary: Repeat rewards can also be tied to employees' work anniversaries, celebrating their tenure with the organization and recognizing their ongoing contributions over time. These rewards may include tenure-based bonuses, additional vacation days, or other commemorative gifts.
  • Based on performance metrics: Repeat rewards can be distributed based on performance metrics or key performance indicators (KPIs) that are tracked and evaluated regularly. Employees who consistently meet or exceed performance targets may be eligible for repeat rewards on a recurring basis.

What types of behaviors or achievements are typically rewarded in a repeat rewards system?

Some common types of behaviors or achievements that are typically rewarded in a repeat rewards system include:

  • Consistent performance: Employees who consistently meet or exceed performance expectations in their roles are often rewarded for their reliability and dedication. This could include achieving sales targets, meeting project deadlines, or consistently delivering high-quality work.
  • Innovative thinking: Employees who demonstrate creativity, innovation, and problem-solving skills may be rewarded for their contributions to driving positive change and improvement within the organization. This could include implementing new ideas, processes, or solutions that lead to tangible benefits or improvements.
  • Team collaboration: Employees who collaborate effectively with colleagues, contribute positively to team dynamics, and support a culture of teamwork may be rewarded for their collaborative efforts. This could include recognizing individuals who go above and beyond to help their teammates succeed or foster a sense of camaraderie within the team.
  • Leadership and mentorship: Employees who demonstrate leadership potential, mentorship skills, and the ability to inspire and empower others may be rewarded for their leadership contributions. This could include leading successful projects, mentoring junior colleagues, or serving as role models for others within the organization.
  • Continuous learning and development: Employees who actively pursue opportunities for learning, skill development, and professional growth may be rewarded for their commitment to self-improvement. This could include completing training programs, earning certifications, or acquiring new skills that contribute to their effectiveness in their roles.
  • Positive attitude and culture contribution: Employees who consistently exhibit a positive attitude, contribute to a positive work environment, and embody the organization's values may be rewarded for their cultural contributions. This could include recognizing individuals who promote diversity and inclusion, demonstrate resilience in the face of challenges, or foster a sense of belonging among their colleagues.

Who is eligible for repeat rewards in an organization?

Here are some common factors that may determine eligibility for repeat rewards:

  • Performance: Employees who consistently meet or exceed performance expectations, achieve key performance indicators (KPIs), and contribute positively to the organization's goals are often eligible for repeat rewards. Performance-based rewards recognize employees' efforts and achievements in driving results and delivering value to the company.
  • Tenure: Some repeat rewards programs may consider employees' length of service or tenure with the company as a factor in eligibility. Long-serving employees who have demonstrated loyalty, dedication, and commitment to the organization may be eligible for rewards based on their tenure milestones.
  • Participation: Employees who actively participate in company initiatives, programs, and activities may be eligible for repeat rewards. This could include participating in training programs, volunteering for leadership roles, contributing ideas and suggestions, or engaging in community or charitable activities sponsored by the company.
  • Behavior and culture fit: Employees who demonstrate behaviors and attitudes that align with the organization's values, culture, and code of conduct may be eligible for repeat rewards. This could include exhibiting professionalism, teamwork, integrity, and a positive attitude towards work and colleagues.
  • Specific achievements or milestones: Employees who achieve specific goals, milestones, or accomplishments may be eligible for repeat rewards. This could include completing projects successfully, exceeding performance targets, earning certifications or qualifications, or receiving accolades from clients or customers.
  • Managerial discretion: In some cases, eligibility for repeat rewards may be determined at the discretion of managers or supervisors based on their assessment of individual performance, contributions, and potential impact on business outcomes. Managers may have the flexibility to recognize and reward employees who they believe deserve recognition for their efforts.

How does repeat rewards motivate employees to perform better?

Repeat rewards can motivate employees to perform better through several mechanisms:

  • Consistency and predictability: Knowing that their efforts will be consistently recognized and rewarded can motivate employees to maintain high levels of performance over time. Repeat rewards create a sense of predictability, providing employees with tangible incentives to consistently meet or exceed expectations.
  • Positive reinforcement: Repeat rewards serve as a form of positive reinforcement, reinforcing desired behaviors and encouraging employees to continue performing at their best. When employees receive recognition and rewards for their efforts on a regular basis, they are more likely to be motivated to replicate those behaviors in the future.
  • Sense of achievement: Receiving repeat rewards can enhance employees' sense of achievement and validation for their hard work and contributions. Knowing that their employer consistently recognizes and appreciates their efforts can boost morale and job satisfaction, leading to increased motivation and performance.
  • Long-term engagement: Repeat rewards contribute to long-term engagement by fostering a sense of loyalty and commitment among employees. When employees feel valued and appreciated through ongoing recognition and rewards, they are more likely to remain engaged and committed to their roles and the organization as a whole.
  • Continuous improvement: Repeat rewards can encourage employees to strive for continuous improvement and excellence in their work. Knowing that their efforts will be consistently recognized and rewarded motivates employees to seek out opportunities for growth and development, driving innovation and productivity within the organization.
  • Peer influence and competition: Repeat rewards can create a sense of healthy competition among employees, inspiring them to perform better in order to earn recognition and rewards. When employees see their colleagues being consistently rewarded for their achievements, it can motivate them to elevate their own performance to compete for similar recognition.

How can employees maximize their benefits from a repeat rewards program?

Here are some strategies for employees to maximize their benefits from a repeat rewards program:

  • Understand the program: Take the time to fully understand the repeat rewards program, including the criteria for earning rewards, the types of rewards available, and the frequency of distribution. Familiarize yourself with the program guidelines, eligibility requirements, and any specific metrics or targets you need to achieve to qualify for rewards.
  • Set clear goals: Set clear, achievable goals aligned with the objectives of the repeat rewards program. Define specific actions or outcomes you want to accomplish and establish a plan to work towards them. By setting clear goals, you can focus your efforts and track your progress towards earning rewards.
  • Consistently perform at your best: Strive to consistently perform at your best in your role, demonstrating dedication, professionalism, and a strong work ethic. Focus on delivering high-quality work, meeting or exceeding performance expectations, and consistently contributing to the success of your team and the organization.
  • Seek feedback and development opportunities: Actively seek feedback from your managers, peers, and colleagues to identify areas for improvement and opportunities for growth. Take advantage of development opportunities such as training programs, workshops, and mentorship opportunities to enhance your skills and knowledge.
  • Collaborate and support your team: Foster a collaborative work environment by supporting your colleagues, sharing knowledge and resources, and working together to achieve shared goals. Actively participate in team projects, contribute ideas and insights, and offer assistance to your teammates when needed.
  • Stay engaged and involved: Stay engaged and involved in the workplace by participating in company events, initiatives, and activities. Take advantage of opportunities to get involved in cross-functional projects, volunteer for leadership roles, and contribute to the organization's culture and community.
  • Track your progress and celebrate achievements: Keep track of your progress towards achieving your goals and earning rewards through the repeat rewards program. Celebrate your achievements and milestones along the way, whether it's reaching performance targets, completing projects successfully, or receiving positive feedback from colleagues or customers.
  • Provide feedback and suggestions: Provide feedback to your managers or HR representatives about the repeat rewards program, including any suggestions or ideas for improvement. Share your insights and experiences to help make the program more effective and valuable for all employees.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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