Posts tagged "reward"

Incentive Doesn’t Equal Paycheck

January 5th, 2016 Posted by Behavior, Business is ART, CEO, Employment, Engagement, Inspiration, Leadership, Owner, Relationships 0 thoughts on “Incentive Doesn’t Equal Paycheck”
Incentive

Photo courtesy of gratisography.com

Incentive Doesn’t Equal Paycheck originally appeared on an earlier version of the Business is ART web site, January 25, 2015. I was reminded of it last night sitting in as a guest on Dr. Jessica Cortez’ new show at TrueChatInc.com – In Sickness and Health. Click here to listen on Soundcloud and scroll down to the show segment entitled “This isn’t Our First Rodeo.”

How many times have you asked why you should incentivize people to do their job when a paycheck should be incentive enough? Taking this attitude is a huge mistake, and here is why.

Most people desire to do a good job. Doing good, quality work produces an emotional response of feeling good, feeling valued, and feeling happy. It’s pride. People want to do good work. The employer, however, wants exceptional work, and often assumes everyone knows what that means.

The Incentive Chasm

From the start, this may create a huge chasm in expectations. What one might, legitimately, see as good work, may be seen by the employer as not good enough. So it is very important to formally set expectations in order to eliminate the chasm.

Define “good enough” in your organization and then stretch it a bit to say “but this is exceptional.” Then go on to say, “And this is what I expect of you.”

You are paying people a base wage or salary for the “good enough,” however that is defined.  The intent of the incentive is to get them go beyond “good enough” and achieve “exceptional.”

Define Expectations and Incentives

However you approach it, it is important that you formally define “good enough” and “exceptional”, and critical that you communicate what that means in terms of expectations and reward. Formally define the incentive and when it is earned, give it with pleasure.

Your risk of not doing so is losing employees who truly are exceptional or have the potential to be.

Three Pillars of Behavior

December 8th, 2015 Posted by Behavior, Business is ART, CEO, Delegate, Employment, Engagement, Entrepreneur, Leadership, Relationships, Strategy 0 thoughts on “Three Pillars of Behavior”
Photo courtesy of gratisography.com

Photo courtesy of gratisography.com

Plato said, “Human behavior flows from three main sources: desire, emotion, and knowledge.”

I refer to these as the three pillars of Behavior Management.  At work, if your Behavior Management strategy does not address all three of these pillars, there is an increased chance that you will not get the results you would like (or need) from your employees.

My opinion is that most people in the workforce want to do a good job that they can be proud of.  Most employers want exceptional performance from their employees.  If this is true, then already there is a chasm.  What is “good enough” in the employee’s mind may not be good enough in the employer’s mind.  So how do you bridge the gap?

Start by considering these three pillars.  What does the employee #desire? What gets the employee to feel a positive #emotion about the job and the company? And finally, what does the employee #know?  This goes beyond knowing the job and is a critical piece that should seem obvious, yet is often overlooked.

As an example, the employee desires to do good, quality work because it makes him/her feel good about him/herself, and that makes him/her feel happy (emotion).  But the employee “knows” there will be no recognition or reward from the employer beyond a paycheck.  What is the likelihood that employee will burnout and performance will suffer in the long run?

Two mistakes employers make in this regard are:

  1. A paycheck should be incentive enough to do a good job (see “chasm”).
  2. Incentive and reward beyond the regular paycheck means more money.

Neither are necessarily true, and there are all kinds of ways to address them, but that’s another topic for discussion. In the meantime, if you focus your Behavior Management strategy on these 3 pillars, you will be way ahead of the competition.

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