Does your organisation run like a well oiled machine or does it feel like you have square wheels? Enjoy the video.
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Praise the person, criticise the behaviour – Performance Review
Whether you do annual Performance Reviews or have adopted a process of regular ‘chats’ the title applies – Praise the person, criticise the behaviour. It is possible to have a conversation about what they did, their behaviour, as something apart from their self. You can have a dispassionate discussion as to why the behaviour was not appropriate, not optimal. It is impossible to discuss what went wrong when the person feels attacked and threatened. Conversely, when someone has done something well, praise the person for the behaviour. The balance makes a person feel more positive about their work, their manager and their employer, so they seek to achieve more positive feedback. Don’t forget “Praise the person, criticise the behaviour”! I’d call that a win-win, wouldn’t you?
Continue readingWhat people want: Achievement, Recognition and then Money
What people want from their employment is obvious. If only people were that simple! Of course, we all need money to live, but how does that explain the millions of hours of volunteer work that is done every year? What is their reward? If you are designing your work environment so that money is the only reward, you are relying on the weakest of three primary work motivations. You can expect to pay a lot!
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