On the reward of 10 big mistakes and 8 major principles

10 big mistakes

United States management expert Mischel · nullarbor blessing in his book "the world's greatest management principles, the most common mistakes in reward staff, ten errors:

1, need to have good results, but to reward those who appear most busy, working time;

2, the requirements of quality, but set a reasonable deadline;

3. want to have the answer to tackling the problem, but the rewards of symptoms;

4, light on the company's loyalty, but it does not provide job security, but I paid the highest salary to the latest or threatened to leave of employees;

5, the need to simplify things, but reward complicating matters and trivial;

6, requires a harmonious work environment, but most will complain about the award and said not dry;

7, need to be creative, but blame those who dare to Maverick;

8, said to be thrifty, but it is the largest budget increase to reward those who will they all resource consumption clean-shaven staff;

9, requires team work, but a reward team members for the expense of other people;

10, the need for innovation, but punishment did not succeed in the creative, and rewarding the behavior of the inertia.

This ten award in the enterprise are not uncommon, but cannot afford to have the incentive effect, but will have adverse consequences, resulting in a part of the staff's negative mood, imbalance, complained; such incentives would be yinzhenzhike.

8 major principles

Scientific award should follow the following principles:

1. specificity. That is, on the specific people and reward, should enable people to understand why, how to win the prize.

2. timeliness. When to make the result when the award, this time because the boss about staff and stimulate a lasting enthusiasm.

3. inclusive. Given the ample rewards to people who are a minority, many think they deserve without the people will be bleak. Small token Rewards is a positive goal victory recognition should not become the focus of contention, it should be possible to expand the scope of the award.

4. recurrent. Regular rewards often useless, because people can make predictions about it. Unpredictable effects of intermittent rewards will be better, people often get reward, will always work hard.

5. concern. Pure substances stimulate the end hard enduring, and when the managers with valuable time care subordinates, it should be a powerful tool, it is more important than the award itself, which is often say more "human touch".

6. diversity. Material reward shall also have the spirit Awards, such as giving the honorary title, recognition of the human personality, self-reliance and innovation work to be protected and promoted as a more important work, give the opportunity for further study and so on.

7. openness. Secret bonus is easy to produce mystery, increasing mutual suspicion, the impact of their initiative and solidarity, and the winners are not able to do apples-to-apples comparison, only for self portrait, less prone to strive for continuous improvement of the atmosphere.

8. rationality. Reward, awards, work with newspapers, large contribution of rewarded to encourage people to try to make a greater contribution. If the reward is improper, small work award, great prize of the newspapers, it is not profitable.

And rewards of randomness on the contrary, the reward is not as bosses think so simple, and not all of the awards is to good effect, play a positive role! truly effective incentive not only to motivate staff, but also has the behavior recognition, guidance and strengthening the role of business behavior, habits and culture in this ongoing accreditation, strengthen process.