Leaders in general give more attention to people who have problems and do not meet their goals, people who make mistakes, get injured; instead of focusing on those individuals who are very productive. The truth is, this is a big mistake, since we are rewarding low statistics and at the same time penalising the high statistics. The first thing you should know is that the rewards and penalties should only be applied based on the results of the workers. To do this you should have performance indicators in your company, in this way you will know who is really productive and who is not. Many believe that for a person to produce first you have to motivate them, when the opposite is true, what works is to reward people after they have met their targets or goals.
Do not get carried away by rumours
First observe and then listen, just believe what you can check. This point is very important, since you can lose very productive people in your company by comments, assumptions or malicious gossip. If someone comes to you with negative information about another person, check what it really is, and confront this person to clarify certain situations, which may be unhealthy for your company. Only after taking these steps, make your decision, as you don’t really know with what intentions this type of communication reaches you. Always look at the statistics (true results) of those who complain and compare them with the statistics of the victim of the complaints. You can be very surprised!
Congratulate in public, scold in private
In Performia we advise to use this policy, since one attracts what one rewards. If you constantly reprimand a person in public for their problems or mistakes, it will attract more problems and mistakes. But if, on the other hand, you congratulate the most productive people in public, the others will want to be in their position and you will then receive good results.
If you have to scold a person, do it in private, with respect ask him what will he do to make the situation or the results better? And ask for an action plan to handle the issue, and demand compliance of it. Penalising or mistreating does not bring positive results, especially if this is done in public.
Turn work into a game
Reward your team when you reach the agreed targets or goals, make work a game. Establish rules, delivery times, explain the barriers and that the winners always have their prize. This can occur in many ways, through recreational activities, benefits or simply bonuses.
The most important thing is to ensure that people feel truly motivated, that they want to go to work every day, and that they have a purpose beyond fulfilling their economic commitments. All this is reflected in the results, since the attitude of an individual can determine his success in his personal and work life.
The management of a leader guides the work and productivity of the team, build your business based on fair policies, comply with what is promised, promote, degrade or dismiss based on statistics. Prizes and sanctions are applied based on real and verifiable facts, not on rumours or comments.
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