The first way is to ensure that “financial incentives are used primarily for tasks that are of no interest to the majority of employees” (Grant & Singh, 2011). This means that the tasks assigned to employees should be tasks that employees normally do not like to do or do not normally do. The second way suggested by Grant and Singh is to ensure that the financial incentive is “provided in small quantities so as not to compromise intrinsic motivation” (Grant & Singh, 2011). Rewards given in the form of money should never override the internal motivation of the employee. Financial rewards are not the employee's “why” and should not be treated as such. Financial rewards according to Grant and Singh should only be given in small amounts (Grant & Singh, 2011). The final thing that Grant and Singh (2011) suggest for employers is to ensure that financial reward is “integrated with important initiatives to support intrinsic motivation”. This means that instead of offering employees a financial reward, it is sometimes better to provide employees with incentives that help them achieve their personal goals. Sometimes it's better to offer employees incentives that hold them accountable, rather than benefitting them financially