Professional Documents
Culture Documents
THEREFORE
Money is a motivator for some people all of the time, for others some
of the time and for everyone if it is combined with other motivators.
RECOGNITION
Autocratic bosses continually criticise, condemn, and complain, and never forget
negative performance.
“Do not be one of them” they take good performance granted.
When people hear continual criticism, they begin to feel stupid, inferior and resentful
you can correct or show them to do it right but not make them feel bad.
Criticism often reinforces poor behaviour.
He/She feels that the only time they get recognition is when they are criticised.
So, minimise your reaction to poor performance and maximise your appreciation to
good performance and behaviour.
If you see someone is doing something wrong tell them quietly and show them the right
and then, when they do something right make a big fuss about it.
Welcome back associates who have been on holiday or away because of illness. Ask
them about their holiday, family members and tell them that you have missed them
“genuinely” and update them on company news.
• Be sincere.
You can’t fake sincerity. You must truly believe that what you are praising your
associate for is praiseworthy. If you don’t believe it, you come across as phoney.
• Publicise praise.
Just as a reprimand should always be given in private, praising should be done
(wherever possible) in public, sometimes the matter for which praise is given is a private
issue, but it’s more often appropriate to let your entire team in on the praise. If other
team members are aware of the praise you give a colleague it acts as a spur to them to
work for similar recognition.
• Put it in writing.
Telling people that you appreciate what they’ve done is a great idea, but writing it is
even more effective. The aura of oral price fades away; a letter or a brief note endures.
You don’t have to spend much money. It doesn’t take much time.
“When I must criticise somebody, I do it orally; when I praise somebody, I
put it in writing”
-Lee lacocca
Empowerment means sharing your power with the people over whom you
have power. Team members are given the authority to make decisions that
previously were reserved for managers.
Titles may change, and functions may be altered, but there will always be a
role for people who can guide, counsel and motivate their co-workers.
Rapport: the relation of trust and mutual influence. If you have rapport with
someone they feel you understand how it is for them.
You don’t have to agree with them. Agreement does not guarantee rapport