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Rewards and Incentives

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Are you looking for better ways to reward employees? Check out our 6 rules for rewards! And then try the Kudo Box and Kudo Cards. Because incentives should first be connected to intrinsic motivation, not to extrinsic motivation.

Read more about intrinsic motivation here:

https://management30.com/product/workouts/intrinsic-motivation/

Published in: Recruiting & HR, Business
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Rewards and Incentives

  1. Better Ways to Reward Employees 6 Rules for Rewards! $
  2. How can we incentivize better performance? How can we reward people for the work they’ve done?
  3. In a Soviet nail factory, leaders wanted to improve the performance of workers.
  4. In a Soviet nail factory, leaders wanted to improve the performance of workers. When they paid workers for the total weight of nails produced, all nails became bigger.
  5. In a Soviet nail factory, leaders wanted to improve the performance of workers. When they paid workers for the total weight of nails produced, all nails became bigger. When they paid workers for the number of nails produced, all nails became smaller.
  6. Do rewards motivate people? Absolutely. They motivate people to get the rewards. - Alfie Kohn, Punished by Rewards
  7. Want to work with your peers to solve problems facing today's change management? Learn to increase employee engagement at a Management 3.0 workshop! https://management30.com/events/
  8. Rewarding people based on one measurement does not improve organizational performance. In a search for evidence on the effect of pay-for-performance programs [various studies] have found a very weak or even negative relationship between pay and organizational performance. - Alfie Kohn, Punished by Rewards $
  9. Is it wrong to reward people?
  10. Focus first on intrinsic and then on extrinsic motivation. Well-intended rewards that inadvertently backfire are legion. […] Influence masters first ensure that vital behaviors connect to intrinsic satisfaction. Next, they line up social support. […] They finally choose extrinsic rewards to motivate behavior. If you don’t follow this careful order, you’re likely to be disappointed. - Kerry Patterson, Influencer
  11. Extrinsic motivation Behavior that is driven by external rewards (given by others), such as money, grades, and praise. $
  12. Intrinsic motivation Behavior that is triggered from within a person. In other words, the person is rewarding herself.
  13. Relate people’s work and roles to their purpose, mastery and freedom High job performance and satisfaction are based on our need to do better by ourselves and our world. - Daniel Pink, Drive
  14. Six Rules for Rewards (all backed by science) 1 Don’t promise rewards in advance 2 Keep anticipated rewards small 3 Reward continuously, not just once 4 Reward publicly, not privately 5 Reward behaviors, not only outcomes 6 Reward peers, not just subordinates
  15. Give rewards at unexpected times so that people don’t change their intentions and focus on the reward. 1 Don’t promise rewards in advance
  16. 2 Keep anticipated rewards small You cannot always prevent people from anticipating rewards. But this may be harmless when the rewards are small.
  17. 3 Reward continuously, not just once Every day can be a day to celebrate something. Every day is an opportunity for a reward.
  18. 4 Reward publicly, not privately Everyone should know what work is appreciated and why. A regular public reminder works better than a private one.
  19. 5 Reward behaviors, not only outcomes Outcomes can often be achieved through shortcuts while behavior is about hard work and effort.
  20. 6 Reward peers, not just subordinates Peers often know better than managers which of their colleagues deserve a compliment.
  21. Focus (mainly) on the good things. Rewards for improved performance work better than punishment of mistakes. - Daniel Kahneman, Thinking Fast and Slow
  22. Kudo Boxes and Kudo Walls Get people to offer each other tokens of appreciation, either by posting them in a box or putting them on a wall. Optional: offer small gifts to those who received a kudo card from their peers.
  23. Photo: Kamil Sowa
  24. Photo: Douwe Attema
  25. What If? What if our workers don’t play fair? What if two people abuse the kudos system to get free gifts? What if someone just wants to gain the boss’ favor with a kudo card?
  26. What if you see risks because you don’t trust your colleagues? What if this low trust level is a result of your company’s culture? What if kudos are exactly the kind of practice needed to change a culture? Well…
  27. Make some time for people to say, “Thank you.” We set aside time at the end to allow anyone in attendance to appreciate anyone else participating in the meeting—for something they’ve done recently together, some favor or hospitality, or even just qualities about somebody they like or admire. - John Mackey, Conscious Capitalism
  28. Punished by Rewards – Alfie Kohn http://bit.ly/1O2WOhx Drive – Daniel Pink http://bit.ly/1OBZO1G Influencer – Kerry Patterson http://bit.ly/1LlMrzs Thinking, Fast and Slow – Daniel Kahneman http://bit.ly/1Q31uBN Conscious Capitalism – John Mackey http://bit.ly/1EPOOxV Reading List
  29. Want to work with your peers to solve problems facing today's change management? Learn to increase employee engagement at a Management 3.0 workshop! https://management30.com/events/
  30. info@management30.com

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