Example gallery · 24 examples · Lean leadership and employee engagement
Employee rewards are anything a company gives or arranges to recognize good work, from a spot bonus to a day off to the chance to lead a project. Money matters, but it isn't the only thing that keeps people. The 24 examples below are sorted by type, with what each one is good for and the mistake that makes it backfire. Extrinsic rewards cover both the monetary and non-monetary groups.
Want the long version? Six Types of Employee Rewards to Boost Engagement: The six reward types explained, and how to build a reward system that mixes them.
Showing 24 of 24 examples
The satisfaction that comes from the work itself. You can't hand these over, but you can set up the conditions for them.
Ask the person who raised a problem to lead the fix, with support and time set aside for it.
Offer cross-training on another machine, a course or a certification the person has asked for.
Let an experienced team set its own task rotation or the order of its work, within the standard.
Put the improvement in place and credit the person who suggested it, on the board and in the huddle.
A manager says exactly what the person did and why it mattered, soon after it happens.
Cash, or something with a clear cash value.
A one-off cash payment soon after someone does something beyond the job.
A share of the company's profit paid out to employees, usually once or twice a year.
A team shares in the savings from improvements it made, such as less scrap or less overtime.
Pay steps up as a person is signed off on more jobs, usually tracked on the skills matrix.
A payment when someone an employee recommended is hired and stays past a set period.
A card for a shop or a choice of shops, given with a note about what it is for.
Time, perks and public thanks. Often the ones people remember longest.
A day of paid leave for a big effort, such as covering through a busy period.
Let the person choose their shift pattern or holiday dates first.
Lunch or breakfast brought in for the whole team after a milestone, on every shift.
Name the person and what they did at the daily meeting or on the team board.
The best parking spot for a month, for the person or team of the month.
Upgrade the team's tools, chairs or break area after they deliver an improvement.
Rewards promised in advance for a behavior or a result, so people know what earns them.
Each idea earns points, more if it is implemented, and points are swapped for prizes.
A monthly ranking of top contributors, with prizes from a catalogue chosen by the team.
A bonus for the whole team when it hits a goal it can influence, such as quality or on-time delivery.
Recognize near-miss reports, safety observations and hazards fixed, not a count of days without injury.
Support for health and wellbeing, in and out of work.
Free health screenings or flu shots on site, at times that suit every shift.
A paid or discounted membership at a local gym or club.
Access to confidential counselling or an employee assistance program.
These are common reward types, not a recommended package. What works depends on your people, your budget and local rules on pay and tax, so ask the team what they value before you choose.
The cards are the short version. These guides explain the method and walk through examples in full.
All our articles on this subject are in the lean leadership and employee engagement topic.
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