However, if you do not mean only financial rewards that do not belong to the realm of unequivocally effective motivation. This is because the motivation, control and directing of employees ' performance must be related to the evaluation of workers. It must not be separated, otherwise all management activities of the manager cease to be of meaning and efficiency. The information collected is then used as a basis for rewarding, increasing employee performance or as a basis for motivational process for individuals or teams. It's not that hard if you've developed a system that you've consistently improved.
Motivation is the basis
If the employee knows what to do and how to do it, and at the same time knows what reward awaits him, then surely his performance is high quality and conscionable. An employee who is specifically motivated is certainly not lagging behind in his performance. That's the old truth. He is the manager to select and perform the right motivation. They must know the needs and desires of the employee, they need to understand what is placed in the first place in the ranking of motivational resources. And believe it or not, the money is not. Praise? Promotion? Rebuke?