| 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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