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Step 10 -Don't Bother with Recognition and Rewards |
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An important step in creating organizational dysfunction is failure to reward employees for their efforts and achievements - or to reward only the best and ignore the rest.
Failure to give recognition and rewards – even if the rewards are
nominal – is a sure fire way to demotivate employees. The annual cost
of living increase and an additional week of vacation after tens years
of service are not enough to make most employees feel gratified and
appreciated. Where recognition is lacking, so will there be a lack of
excellence.
Even worse is when only some people get recognition and the rest get
nothing. This takes two forms. The first is where only the stars, who
are used to being glorified and take their glory for granted, get all
of the recognition and the rest are made to feel like also-rans. The
fact remains that the average, but solid, performers do a lot of the
company’s work and are the backbone of the organizational machine.
When those people are made to feel like losers, they will begin to act
like losers. The second form of incongruent recognition is where one
category gets recognition and another is ignored. This situation is
seen in many professional and sales organizations where the support
staff, which has just as much to do with the success of a department or
company, is given little or no recognition while the people they
support get all of the glory.
Results range from apathy to full-blown retention problems. As a crass
captain with the goal of organizational dysfunction, you don’t care
anyway.
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Dysfunctional Management - 12 Steps 