Page 7 - Business Cases volume 2

4. Lack of user-friendliness in the non-sales rewarding system, leading to further

disengagement.
5. Employee demotivation impacting the company's profits, overall productivity, turnover

rates, and employee retention.

These limitations highlight the need for a more practical and transparent rewarding system that
values the contributions of non-sales employees, aligning it with the success achieved by other

competitive companies in the market. An improved reward system would lead to a stronger
employee value proposition, enhanced productivity, and a positive organizational culture,

benefiting both the employees and the company.

Evaluation-Reward Management Practices of Competitive Companies

The research team conducted discussions with employees from three competitive insurance

companies - Lotus Insurance Company, Guardwell Insurance Company, and Bright Life
Insurance - to explore their reward management practices. These companies were chosen for

their profitability and reputation in the industry.

Lotus Insurance Company:

Lotus Insurance Company follows practical methods to evaluate the performance of non-sales
employees and recognizes their contribution to day-to-day operations. They select the best

underwriters monthly and quarterly, based on data accuracy and customer complaint reduction.
Employees do not need to apply individually for this reward scheme. The chosen underwriters

are informed through emails, and their performance is considered in their annual evaluations.

Additionally, department heads have the authority to recommend an employee annually for a
reward, providing equal opportunities to sales and non-sales employees.

Guardwell Insurance Company:

Guardwell Insurance Company also has a well-established reward management system for both
sales and non-sales employees. Employees are evaluated internally, and their performance is

discussed in an open forum comprising department representatives. This system ensures
transparency and fairness. The evaluation considers factors such as building good relationships

with sales employees, leadership, motivation, and discipline. Employees have a positive

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