Case Study - Harrah's Entertainment, Inc.: Rewarding Our People
Case Study - Harrah's Entertainment, Inc.: Rewarding Our People
Ms. Winn should re evaluate the incentive program she had designed to motivate employees to
partake in company's strategic plan on focusing on customer satisfaction. First, the incentive plan
should be tied to the company's bottom line. In other words, Harrah's should, on a regular basis,
measure the effectiveness of the gain-sharing program by comparing it with its operating income. If
the operating income has an upward Shift, the gain-sharing can be deemed as
monetarily effective as the company is getting a return on its investment. Second, the gain-
sharing program should have a set target on customer satisfaction. This would allow
employees to feel a sense of accomplishment once they hit the defined customer Service target and
thus would strengthen the psychological contract. Third, Harrah's should solicit feedback from
employees and include them in the overall evaluation of the gain-sharing program's
effectiveness. Fourth, Ms. Winn should plan on developing a program that is fully employee focused
in order to keep them motivated. for example., employees who hit the gain-sharing target would get
the bonus and in addition, would qualify to enter a draw for an all expenses paid vacation. The
employee focused plan also could include components such as, any division that positively
contributes to the company's bottom line ether through gain-sharing or other medium would get
additional budget to reword their employees monetarily. In addition, Harrah's could utilize various
organizational currencies such as employee recognition, advancements, and visibility in as
motivational factors. As part of the employee focused plan, Harrah's should allow employees' input
how to be more customer focused, efficient, cost conscious, and effective organization. The upper
management should then leverage these input to devise long-term strategies to further the
organization.
Since Harrah's new operating strategy calls for employees' commitment and participation,
lowering turnover and increasing motivation were key factors. Ms. Winn's instituted a plan that
would focus on recruiting most qualified people for a given job, anchor the new hires to stay with the
company by allowing them to move to a different role in the event they are
unhappy with their current roles, enhanced interaction with HR and functional managers to verify
and validate commitment. In addition, a gain-sharing program was introduced to induce employees
to focus on improving customer satisfaction in return for monitory reward.
Employees would receive an incentive payout of up to $200., regardless of Harrah's operating
income., & they were able to satisfy quarterly customer satisfaction target.
The Harrah's case study has taught me that at the heart of any company's successful strategies,
employees are always the key. End of the day, it is the employees who carry out the plans
crafted by upper management. Therefore, in order for employees to help corporations to be successful
in their ventures, organizations need to institute a strong psychological contract with employees.
Without any measurable reciprocity, the psychological contact can be broken. It is merely not enough
to incentivize employees to partake in organizational strategies but additional organizational
currencies needed to be traded such as recognition, career advancement, visibility, and importance in
exchange for commitment and loyalty. In addition, all corporate strategic plans must have a set target
and need to be evaluated and measured from the perspective of employees as well as bottom line.
Companies that make decision without blinders and incorporate a check and balance mechanism in
their strategies become successful and gain the largest market share.
In order for me to motivate, encourage, and solicit buy-in from my employees on any new initiatives, I
would keep them at the center of my decision making. I would remove blinders on my decision
making by self critiquing the strategy and looking it from multiple perspective. In addition, I would
develop a feedback loop mechanism whereby employees ultimately carry out the plan would have
input. I would also implement a reward system that would recognize employees contribution based on
the achieved target.