"Why are we so bad at anticipating the effects of our well-intentioned incentive plans? The answer has to do with something that psychologists call a 'focusing illusion.' "- Daniel Kahneman and David Schkade
As a manager I have to believe that the incentives I provide for my employees are enough to move them towards action. That is an extrinsic. In other words they are externally motivated. I am not a big believer in these types of incentives
A bonus is nice. A lunch is nice. BUT if internally (intrinsically) an employee does not believe in the mission then they will not accomplish it. They will look for ways to get around the incentives.
I have found that my employee's passion has to be greater than mine in order for them to succeed. How do you get them to have a greater passion than yours? By giving them ownership and leadership. Then praising them when needed and protecting them from attacks and accepting ownership for their mistakes.
Today's question is:
"Is your focus intrinsic or extrinsic?"
As a manager I have to believe that the incentives I provide for my employees are enough to move them towards action. That is an extrinsic. In other words they are externally motivated. I am not a big believer in these types of incentives
A bonus is nice. A lunch is nice. BUT if internally (intrinsically) an employee does not believe in the mission then they will not accomplish it. They will look for ways to get around the incentives.
I have found that my employee's passion has to be greater than mine in order for them to succeed. How do you get them to have a greater passion than yours? By giving them ownership and leadership. Then praising them when needed and protecting them from attacks and accepting ownership for their mistakes.
Today's question is:
"Is your focus intrinsic or extrinsic?"
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