These individuals are less materially motivated, with limited interest in things like gift cards and cumulative award programs. They are best rewarded by giving them flexibility. Freedom Yearners are often people that have already achieved a certain level of financial success and security and are now more focused on doing work that is personally meaningful without an excessive amount of management interference.
Reward Preferences: Flexible hours, freedom to choose how to achieve their goals, ability to choose interesting and challenging projects and opportunities to attend conferences.
These individuals are turned off by rewards that take them away from home. Travel awards and the opportunity to attend conferences were least appealing to this group. Achieving a good balance between work and personal life is especially important. They want to go home after a hard day of work and enjoy their families, rather than going on trips that take them away from their loved ones.
Reward Preferences: Days off, flexible scheduling and dinners out with their families
These individuals want rewards that have both monetary and trophy value. They are far less motivated by rewards that take time away from their normal routines, such as the opportunity to mentor other employees, work with people outside their own area, or take on challenging new projects.
Reward Preferences: Gift cards and travel awards.
These individuals are less concerned about trophy or award value and are really only concerned about the monetary value of rewards. They place very little emphasis on receiving verbal or written praise. It is likely that, if a company did not attach something of monetary value in their recognition efforts, their efforts would be considered ineffective with this group.
Reward Preferences: Cash bonuses or cumulative award points programs that they can accumulate to obtain rewards.
These individuals value any type of praise more than any other segment. They have a greater desire to have their work acknowledged, with or without an accompanying award of monetary value. This group also has the least interest in days off or flexible scheduling, suggesting that they receive a great deal of personal satisfaction from a job well done that is recognized accordingly. Among this group, simple stated recognition of good work will have much greater impact than with most others.
Reward Preferences: Verbal, written or formal praise from managers or informal praise by peers.
These individuals are the most satisfied and committed among all of the employee segments. They are the least interested in cash bonuses, days off and flexible scheduling. These people love their jobs and want to move up in the company.
Reward Preferences: Status awards, meals with company management or opportunities to mentor other employees and work with people outside their own areas.
