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On consulting assignments, here are some of the questions I frequently ask the employees I interview: 1. How does your boss measure you? 2. When the end of the year rolls around, how do you know if you have done a good job over the previous 12 months? 3. If you wanted to receive a raise double the amount that you typically receive, what do you believe you would have to do to qualify? Only on rare occasions are employees (except for salespeople) able to answer these questions since many owners and managers are still prone to give their people discretionary raises and in many cases discretionary year-end bonuses. Experience has taught me that adults perform best when they know specifically what performance they must achieve to qualify for a specific dollar amount of year-end bonus incentive payment. In high school and college, students earn grades depending on how well they score on quizzes during the grading period. They know that if they get all of the answers right all year, odds are excellent that they will earn an “A” grade. In baseball, most players are paid a salary, but most are also paid a specific incentive payment based on how they perform against measurable objectives, i.e., stolen bases, homeruns, batting average, RBI, runs scored, etc. Of course, assigning someone a measurable goal is no guarantee that they will achieve the goal, but at least they know what they have to do to earn “x” reward. In business just like in life, performance rewards improve the odds that people will go the extra mile to earn the prize. The name they give this motivation is called winning. This is why they install scoreboards in sports arenas. How effective do you believe a basketball team would be if there was no scoreboard and the players couldn’t see whether they were winning or losing? The reward doesn’t necessarily have to be monetary, however. The reward could also be recognition at an awards dinner. It could be dinner for two at a fine restaurant. It could be a weekend getaway for two at an upscale hotel. It could even be a trip for two to a nice resort. Rewards, awards and incentive payments are terrific ways to motivate employees to stretch and put more energy and effort into their work. Incentives also aid in making work more fun. Some owners will rebut, “…Yeah, but that’s what we’re paying them a salary for.” Yes, that’s true. But would such naysayers want to work for a company that paid them a salary and kept them in the dark as to how they are measured or how their bonus is calculated? Discretionary bonuses would be like the tournament committee at the U.S. Open deciding how much to pay the golfers after play had stopped and the tournament was over. Based on what I see in the marketplace, the companies that get the most mileage out of their incentive plans are the ones that make it clear how the company’s incentive plans are designed and what level of performance is required to achieve a specified reward. Better Behavior Wheel Parenting Tool. - An upbeat, fun parenting tool for parents wishing to manage their behavior challenged kids. Kirkhams eBook Video And Software Store. - Martial arts tutoring behavioral problems eBooks. Workout timer for health and fitness. Freeware shareware free newsletters. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Developing Your Mission By Heidi Richards "The best Leader is one who knows how to pick good people to do what he or she wants done and self-restraint enough to keep from meddling with them while they do it." - Heidi Richards -Mission statements describe the purpose of an organization or a sub-group of it. It is a general description of what it is that the team is there to do. It grows out of the Vision. It describes the organization's purpose. It tends to be general with objectives often accompanying it. The mission provides the "fra… 2. 11 Strategies on How to Work in An Open Plan Environment By Neen James Many work environments now are open plan, with only a few senior managers having offices of their own. This style of work can have great benefits for team building – fostering cooperation and collaboration and can be wonderful for developing the social aspects of teams, but on the flipside, it can drive some people crazy and be damaging to productivity. Most open plan offices require large numbers of people to learn to work together in very close proximity, which can present challenges, partic… 3. Managing Monsters in Meetings - Part 5, Dominant Participants While dominant participants contribute significantly to the success of a meeting, they can also overwhelm, intimidate, and exclude others. Thus, you want to control their energy without losing their support.Approach 1: Ask others to contributeAsking quiet participants to contribute indirectly moderates the more dominant participants. Say:'Before we continue, I want to hear from the rest of the group.''This is great. And I wonder what else we could do.' (Look at the quiet participants when you sa… 4. Bar Charts Brought to Life: Index of Interactive Information for HTML and PDF By Joe Miller Bar Charts and the Information ChallengeWhether one is an unknown entrepreneur or Donald Trump, an elementary school teacher or a university president, a 6th grader researching other countries or a government leader visiting them, each person in any capacity has at least one thing in common: information.Let me explain why I use bar charts as an example. Whether information is being acquired or distributed for business or educational purposes, the challenge that arises is how to compile all of … |
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