Tags |
|
|
Links |
|
|
Added for You - You Get The Behavior You Reward Not The Behavior You Want
Every kid loves semi-trucks; the sight of one of these tractor trailers is enough to put a big smile on any child's face. Add in a simple wave from the driver and a honk of the loud air horn and you have a kid that is laughing and clapping with joy. For some, that fascination with big trucks never wanes, these are the truck drivers of America. If y
There a
If you own a mobile power washing company, a truck washing business or run a mobile car washing and detailing company, you need to concentrate on your fleet sales. The art of fleet washing contract sales is low-pressure and a firm handshake attitude for customer service and complete reliability, as so many mobile washing companies come and go. As y
This simple, yet profound, concept is at the root of more poor productivity, broken relationships, negative personnel issues and high costs of doing business than any other management principle as well as peak performance organizations that grow and prosper each year.
What does the concept – you get the behavior you reward mean and what is the impact of it on your organization’s culture and overall performance?
Let me give you an example. You want an employee who is always late to be on time, but you don’t bring up his tardiness with him because it is only 10 minutes. So you wish and hope that the person would just get it - the policy is to be on time. But unfortunately, he doesn’t get your unspoken message and continues to be late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but might want to be late once in a while, that being late is OK.
There a
Stay in business long enough and you’ll most likely develop friendships with some of your employees. Maybe not a close friendship but one that gives you and them a comfort zone that differs from when they were first hired. As more trust is built or gained through ongoing working relations, usually everyone lowers their guard a bit and begins to s
What does the concept – you get the behavior you reward mean and what is the impact of it on your organization’s culture and overall performance?
Let me give you an example. You want an employee who is always late to be on time, but you don’t bring up his tardiness with him because it is only 10 minutes. So you wish and hope that the person would just get it - the policy is to be on time. But unfortunately, he doesn’t get your unspoken message and continues to be late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but might want to be late once in a while, that being late is OK.
There a
Many entrepreneurs have preconceived notions about taking their company public, most of which are not accurate. Nine little known facts:1. You do not need a brokerage firm or investment banking firm to take your company public.Many companies opt to go public through a direct public offering. In these registered public offerings, a pr
Let me give you an example. You want an employee who is always late to be on time, but you don’t bring up his tardiness with him because it is only 10 minutes. So you wish and hope that the person would just get it - the policy is to be on time. But unfortunately, he doesn’t get your unspoken message and continues to be late. By not addressing this problem, you are sending the message that being late is acceptable behavior. It also sends a message to other employees who are on time, but might want to be late once in a while, that being late is OK.
There a
Lynn Visson's "Wedded Strangers" identifies differences in work ethic between Russians and Americans:“Americans, with a work ethic, grew up knowing they would have to work hard to get a job. For Russians, under the Soviet system, the government found them a job or they got a job through personal contacts.”“Under the Soviet system, the
There a
Many of the people who write blogs today simply want to share their opinion on something. But then there are the business-minded folks, who have found a way to use blogs, or Web logs, to bring in a little extra cash too.I recently wrote a column detailing how to get a blog up and running to boost your small business.If you're interest
There are two ways to reward behavior directly and indirectly. The above example is rewarding behavior indirectly – doing nothing. Here is an example of rewarding behavior directly. Let’s say you want your salespeople to spend more time on getting new business but your sales compensation program rewards sales volume only and not new account activity. DA, and you wonder why you have a problem?
There are thousands of ways that managers reward the behavior they don’t want, and then act surprised when they get more of it.
What behaviors are you rewarding in your organization that you need to change? One easy way to determine what these behaviors are is to look at the behavior and then determine why that person is acting in that way. If you don’t like the behavior, you need to change the reward system. I am not just talking here about financial rewards – but social, physi
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.added4u.com/article/22141/added4u-You-Get-The-Behavior-You-Reward-Not-The-Behavior-You-Want.html">You Get The Behavior You Reward Not The Behavior You Want</a>
BB link (for phorums):
[url=http://www.added4u.com/article/22141/added4u-You-Get-The-Behavior-You-Reward-Not-The-Behavior-You-Want.html]You Get The Behavior You Reward Not The Behavior You Want[/url]
Related Articles:
Setting Up a New Nursery – Avoid Common Mistakes When Starting Up in the Nursery World – Part 3
Betwixt and Between - Staying Put or Movin' On
Easy Fundraising that Touches People's Hearts
Bookmark it:
|