Manager Reward Behaviors They Want repeated
This fundamental principle of government goes far to help the leaders to increase productivity in their organizations. But in their urgency to get the job done, many leaders forget this principle and to focus more on punishment to reward.
Back in my corporate life, my management company hired a coach to come into our organization to help us improve our management. I will never forget one of the techniques used to teach us this principle, never.
First he sent one ofThe seminar-goers from space. So he asked one of us to hide a playing card. If I remember correctly, the map was hidden inside one of the books on the shelf in the room. The participant was then called into the room and asked for the card to play.
Of course, no idea where to look, so none of us get a bell to ring when he started his movement in the direction of where the card is hidden. When he turned the wrong way, the clock wassilence.
E 'was great. Within minutes he stopped in front of the shelf. For a minute, it was the right book in your hands and had turned over before it was a game of cards. Total: Maybe three minutes.
As the seminar leader, tried the opposite approach. Has another competitor sent from space and a playing card hidden. Only this time, when the participant returned to the room, was a stinging blow on the upper armwith a rolled-up newspaper every time you move wrong, that is when it is moving in the wrong direction.
Instead, the continued use of a trial and error approach as the first participant who has successfully used to find the cards, the participant has frozen to prevent discomfort in both the newspapers and felt the humiliation in front to his colleagues. He just stopped. He tried to stop.
We learned: Employees learn faster and more comfortable than the leaders to use the premiums versuspunishment to get the desired behavior. The sound of the boss to reward positive behavior and the sting of negative newspaper punished behavior.
Another example is when an employee of a business rule is violated. It 'important to take immediate action. If others see that you're one of their employees have access to breaking the rule – and do not take positive action – is the same as the negative behavior to reward. To send the message that is not aA few minutes late in order. Each organization must have a minimum working conditions to have and enforce such minimum amount.
I worked with a manager of a consulting contract, recently complained to me that he could not come to one of its employees to deadlines. He has not done anything. Yes, there was still seated and the employee is treated with the unacceptable behavior. When I questioned the woman, told me that his relationship with his driver was excellent.As it turns out that actually get an increase just a few months before, and his study was generally positive.
If managers want different results, they need the behavior you want to see more of a reward. Many people want to please their mentors. Most people want to do a good job. Managers usually have the problem that they are rewarded.
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