Introduction
Coca Cola Company is among the most recognizable and valuable brands across the world. It is recognized to be the world’s largest beverage company spread over 200 countries around the globe. Bahrain is among the nations the company has incorporated in its journey to achieve its objective of offering the products to consumers. The company aims to achieve its goals of refreshing its consumers, stimulating moments of cheerfulness and contentment, and creating value and making a difference in the place the consumers live.
Alternatively, for Bahrain coca cola Company to achieve that, they need employee management mot, especially on the reward and recognition. Employees are the key factors in achieving the desired product efficiency. The quality and quantity of the company product will depend on their level of motivation and recognition. Implementing strategies that ensure the employees are rewarded and recognized from time to time would positively impact the company brand. In my paper, I will discuss different approaches the Bahrain coca-cola company can launch and manage to reward and recognize their employees. They include branding, marketing, and communication, compliance, equity, business outcomes, engagements, and retention.
Branding Plan
Brand planning and promotion are among the top objectives of Bahrain Coca Cola Company. The company recognizes and rewards its employees should align with their brand and promote a strong sense of brand uniqueness, both internally and externally. One way Bahrain can reward and identify their workforce and develop a positive brand identity is through corporate social responsibility. For instance, the company can decide to rewards the workers by taking them for fun activities in the community. They can choose to buy tickets for the year’s employees to a local symphony or even take them for lunch in a local hotel.
By doing so, the company will be showing its recognition of the local community business and offer the community brands’ interest to the employees. Another branding plan for recognizing employees is featuring them on the website. Implementation of the monthly program employee and further sharing their status on the company website is a strategic plan for both brand development and employee recognition. Once consumers click on the Bahrain coca-cola website, they will have both brand interactions and identity since they visualize the human resources behind it.
Marketing and communication
For Bahrain coca cola Company to maximize their consumers, they need to have a strong marketing team and strategies. The management can implement a reward policy for the marketing teams. For instance, in the case of new beverage flavors, like passion, the company rewards the employees for every new client broad on board. This gesture motivates the employees to be more aggressive in identifying and getting more customers, which positively impacts the company’s revenue. Also, Bahrain Coca Cola Company should ensure that their online advertising clips include its employees promoting their brand.
Like marketing, communication all together plays a central role in recognizing employees, and it’s the key pillar of the program’s success. Before implementing any reward and recognition, Bahrain Coca Cola should communicate it to employees and ensure they understand it. The benefit of communication is creating excitement among the employees in all departments, which fosters their performance. Simultaneously, choosing a representative for the employees encourages them to be more open, voicing their opinions and views on the recognition and rewards programs since they are sure of representation.
Compliance
Staying compliant is a must for all organizations despite the continuous changes regarding compliance. It’s the role of the HR team to ensure all the employees remain compliant as well as have the freedom to deliver. Following the company’s policies and procedures can be burdensome, but for the smooth running of Bahrain Coca Cola, the employees must understand its benefits. Employees usually feel left out if they don’t get involved in developing new company policies and procedures.
To foster their compliance, Bahrain Coca Cola management should have an open decision-making platform, where employees have the opportunity to contribute to the development of any policy or procedure before implementation. The consideration of employees’ views and opinions demonstrates how the management recognizes them as part of the company operation and success, thus motivating them. Also, the HR department should be dispensable in helping and answering employee’s questions regarding compliance to government policies such as meeting the federal law requirements, which further prevents cases of lawsuits, fines for sexual harassment, and unnecessary audits.
Equity
Equity in any organization entails that every employee receives fair treatment while maintaining the transparency of cause and effect. Equity encourages equal access to opportunities despite their race, color, or gender. Bahrain Coca Cola has not yet achieved equity in the gender sector. Looking at the employee’s distribution statistics, 92% of the overall employees are men, while women only amount to 8%. This is a clear indication of the lack of gender equity in the process of recruitment. For the coca-cola industry to recognize and ensure women feel as useful and valuable as men, they should provide the number of recruited women to the company goes above 40%.
Additionally, cases of women not considered fit for management positions have been noted in most organizations. Another way to recognize the female workforce, the Bahrain Coca Cola industry should have equal chances of promotion for both the male and female workers. By doing so, the women will be motivated to perform for better positions on the managerial ladder.
Business outcomes
Having a strategic business outcome policy will enable Bahrain Coca Cola industry to measure their internal and external achievements. One way to recognize the employees and maximize the business outcome is through employee goal management, which inspires and increases their overall business productivity. Bahrain Coca Cola Company aims to create a positive feeling for their consumers, which can be achieved by starting with their employees.
It’s the role of departmental managers to prioritize employees’ goals based on their level of skills. Recognizing employees’ skillset and expertise encourages them to perform at their best and deliver as required, which impacts the consumers since they will be receiving the right quality product. There is nothing more exciting for an employee to be selected for the role that fits their skillsets and experience. Such an employee will feel confident and more relevant to achieving the industry goals since he/she exhibits the expertise and knowledge required to perform the job effectively. Therefore, the manager should avoid having the wrong skillset in the wrong department or roles to prevent low quality and mistakes.
Engagement
Employee engagement is a practical and emotional commitment employees develop an organisation and the alignment to its goals. Employee engagement is proved to lead to happy customers. For Bahrain Coca Cola industry to foster their culture and overall productivity, they need to promote employee engagement. When employees are well engaged in their roles and responsibilities, their performance and the quality of work improve. Thus, it’s upon the management to find ways to promote employee engagement. One way the Bahrain Coca Cola industry can achieve this is by launching a policy to celebrate employees’ contribution, no matter big or small.
The industry recognition solutions should connect the organizational and employee objectives starting from training, teamwork, and improvement processes to goal achievements. Additionally, managers should maintain a continuous engagement discussion with their associates in finding and developing new approaches to improving their engagement. Employees perform better, knowing their leaders understand and appreciate their contributions to the industry objectives and promote their improvement.
Retention
Employee retention is the key to keeping the most valuable assets in the Bahrain Coca Cola industry; the employees. According to industry statistics, over 70% of the workers have stayed with the company for more than ten years, indicating effective employee retention procedures. Such statistics demonstrate the industry’s interest in their employees and their satisfaction with their performance. The statistics also prove to the consumers the consistency of quality as they know the workforce and policies are long terms.
Bahrain Coca Cola industry’s ability to recognize their employees fosters their retention. Once the industry appreciates the employees’ input in achieving their objective, it introduces a sense of purpose for the personnel, thus refraining from seeking other external meaningful opportunities and staying. Also, the employees will be more open in seeking growth and development opportunities with the industry instead of separating. If Bahrain Coca Cola management continues their retention program, then the employees would also continue to put more effort into their work. Also employees will feel encouraged to bring their best to work every day and have a positive morale contribute to building the employees’ enthusiasm to deliver at their best.
Csion.
Every organisation should have a clear employee reward and recognition programs. They should first communicate the plan to them employees before implementation to ensure its effectiveness. Since the employees contribute to the product quality and the quality that keeps the customers, the management needs to keep the program among the top valued projects. As for Bahrain Coca Cola industry, they have tried promoting employee recognition through retention. For a better future, it’s essential to consider all the above strategies in ensuring their employees feel valued, appreciated and part of the global goal attainment. In doing so promotes customer satisfactions which upholds to the global coca cola market strategy.