The training administration team at Glasburg Associates perform miracles on a daily basis. Not only are they preparing for next week’s batch of training courses, they are assisting in courses running each day and they are covering the phones to sell training to new clients. Their job is never boring but it rarely changes from one day to the next. Oliver Hollins and Philippa Ibbitson are both on the team and, although Oliver considers himself to be better at the sales aspects of the job, Philippa has phenomenal accuracy and speed in producing course material. Neither seems to receive appropriate recognition of this.
Unlike project teams, office teams do not necessarily have a beginning, middle and end to their main activity that you can easily gauge. Week-in and week-out they will plough through an unending landscape of sameness that they are well adapted to. For these teams recognition must be tied into efficiency, improvement and customer service measures.
There is a 3-point guide to building a recognition and reward framework for office teams:
Communicate and agree the reward and recognition scheme clearly and unambiguously
Design the rewards...
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