In 2001 American energy and services company Enron collapsed into bankruptcy. Apparently, its managers liked…
As I wrote yesterday, handing out rewards to employees is often implemented through bonuses. A contra-productive method that (usually) does more harm than good.
Fortunately, there is some good news. Rewards that trigger intrinsic motivation are more effective and cost way less. Such rewards can work for your organization, and not against it. Just make sure you take the following six rules into account:
These six rules for rewards give you the best chance at increasing people’s performance and engagement, while encouraging intrinsic motivation instead of destroying it. In my experience, an incidental compliment during a meeting for a job well done satisfies all six criteria.
It’s not that difficult to make rewards work positively for your organization. And if you do it well, it’s more enjoyable too.
This post is part of my new article called the Kudo Box. It has more suggestions for rewards and intrinsic motivation, including a list of literature references. If you want to stay up-to-date and receive all my upcoming articles, feel free to subscribe to my Management Workout mailing list.