This blog is more of a helpful ‘insight’ rather than ‘hint’. It does, however, go to the heart of one of OD practitioners’ key concerns: how to engage when times are tough and budgets tight.
This sets the context and over the coming weeks I’ll provide some further no or low cost ideas to engage individuals, which really will be practical.
If you don’t want to watch the video, here’s the summary:
Science has managed to reveal some crazy things that fly in the face of almost every commonly accepted management practice.
Here’s the latest: Rewards for top performers lead them to worse performance. And if you want to foster innovation, bonuses won’t work either. Rather, it’s all about letting people slip from under line management and strike out on their own, on projects they care about.
It seems like common sense that you should reward the highest bonuses to the top earners. But instead, it seems like the only thing we fostered was a system where money mattered more than results.
But science has now created a new vision for workplace performance – it’s about providing challenging goals and meaningful work.
Pink tackles these themes at length in Drive: The Surprising Truth About What Motivates Us, a book well worth reading.
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