Tom Gilbert has suggested that there are
basically two types of deficient performers:
- Those who cannot do whatever is
- Those who can but don't or won't
Employees respond to whatever
incentives and disincentives are present in their work environment. The problem lies with incentives and disincentives that work against desired performance.
Cost effectively improve the
value of your human capital. Design a work
environment and culture with meaning and worth that is personally rewarding and emotionally
engaging. Bring pleasure and a sense of joy to your employee's work.
Design a work environment that allows employees to
see the big picture, cross boundaries, and to combine pieces
into a new whole! Find out what makes your employees tick,
forge new relationships, and demonstrate care for others. Help employees
pursue desires, purpose, and fulfillment.
These abilities comprise
part of what it means to be human. Reward, recognition, and punishment, both extrinsic and intrinsic, is a critical determinant for producing quality performance. Equally important are feedback
systems that permit performers to discover the effects of their activities and to adjust accordingly.
Consequences influence performance and are a
major part of Human Performance Improvement. We have to look at both the desired output and the undesired output
in terms of consequences if we want to understand what is really going on.
- People tend to do things
with positive consequence and avoid things with negative consequences.
- Small immediate consequences override big, threatening long-term
need to focus on consequences to the organization and consequences to the individual
within the organization to bridge the two. We have to be very specific.
- Issues include but are not limited to:
- Is the
effort greater than the reward?
- Are the tasks boring?
- Do employees feel the tasks
- Are there negative consequences for positive performance?
- Are there
positive consequences for positive performance?
- Learn how to design a system to properly motivate and
compensate your team, so that everyone thinks it’s fair.
- Learn how to plan
motivation design efforts, design policy/management/work time, design feedback/compensation/recognition systems, and work/physical conditions.
- Design and coordinate motivation and
Substantial institutional friction can be removed
simply by aligning organizational goals throughout the enterprise.
Want help in acquiring these skills? See the workshops section.
"It is important
than an aim never be defined in terms of activity or methods. It must
always relate directly to how life is better for everyone. The aim
of the system must be clear to everyone in the system. The aim must
include plans for the future. The aim is a value judgment."