Bad Bait
You're dangling an incentive-program carrot, but no one's biting. What now?
The idea is tremendously logical: Offer incentives to motivate
workers to perform better. So you implemented a program, but
productivity hasn't improved a bit. What's wrong with your
employees?
Probably nothing. If your incentive program isn't producing
the results you hoped for, chances are it's not your people but
your program.
"It's common for management to decide to do something
and assume that employees will be grateful, and then when employees
are not, management thinks [the employees can't be
motivated]," says Bob Nelson, president of Nelson
Motivation Inc. in San Diego and author of 1001 Ways to Take Initiative at Work
(Workman Publishing).
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For example, Nelson says, an employer who loves to travel may
offer a trip to Mexico if certain goals are met—not realizing
employees may not be able to arrange child care, may have a working
spouse who can't take time off, or just may not enjoy
traveling. Those employees don't want trips, but that
doesn't mean they can't be motivated by something else.
"What motivates people is their choice, not management's,
and to [try to] force them to like something because you feel they
should undermines the intent of incentives," Nelson says.
To evaluate existing or past incentive programs, consider the
level of participation and enthusiasm of workers. Were they excited
about the program? Did it lead to an increased focus on a desired
behavior or activity? Were objectives met?
If you're considering a new incentive program, ask employees
what motivates them. Nelson notes, "They're trying to get
people into merchandise or travel, and that may not be what your
employees want." Find out whether your staffers want public or
private recognition, whether they want their family involved,
whether they want products or cash or perhaps even paid time
off.
Finally, be sure you deliver what you promise. Not providing
rewards when employees meet their goals will guarantee your next
incentive program flops.
Jacquelyn Lynn left the corporate world more than 13 years
ago and has been writing about business and management from her
home office in Winter Park, Florida, ever since.