Question 1: The importance of widespread incentives in improving both the culture and employee retention efforts in a firm.
A widespread incentive program, such as Sodexo incentives, creates an employee high engagement culture that increases job satisfaction while improving retention. Sodexo's incentives recognize employees' efforts when they put the needed effort into their work; hence, they feel appreciated and recognized, encouraging them to work harder to gain more rewards. Companies need to provide convenient access to incentives because it connects with employees in their diverse user-friendly contexts(Khalid &Nawab, 2018). The incentives program, such as that of Sodexo, offers an intuitive experience that is easy for participation. All employees in various divisions have adequate information on which behaviors, measurable accomplishments, and achievements prospect future rewards. With multiple reward options, employees feel free to choose which incentive to work hard for, which builds high levels of satisfaction that enforces an engaged culture. Ultimately, these widespread incentives create meaningful encounters in work settings thereby increasing productivity, customer engagement, and profitability while driving revenue, innovation, and growth.
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Question 2. Employees receiving national-level recognition and incentives impact on the performance of their colleagues and coworkers.
National level recognition and incentives can either positively or negatively affect the performance of their colleagues and coworkers. With a wide range of incentives uses to engage worker performance in different divisions such as Sodexo, creative incentive programs promote colleague and coworker engagement in excellent service provision or product improvement. Coworkers develop enthusiasm to work harder and perform better to achieve these rewards, exemplified by their colleagues' achievements. It challenges their abilities to perform better to achieve recognition at the workplace. However, incentive programs may also develop hostility through resentment in the workplace because they may never meet the rewards(Khalid &Nawab, 2018). Employees that also work as hard as those receiving rewards might develop tension, which might hinder progress and threaten retention. They may feel left out in receiving recognition and may reduce the intensity of effort they put towards achieving rewards. Such coworkers may also opt to move to a different and even competing company where their efforts attract rewards.
References
Khalid, K., &Nawab, S. (2018). Employee participation and employee retention in view of compensation . SAGE Open, 8(4), 2158244018810067.
