Workplace Incentives - Staff Morale
https://www.workplaceincentives.com.au/video-staff-morale#.UKrimYX_4y4
Mark Dobson - Staff Morale
Well if you really want to impact staff morale, you would look at the world of staff members, and compare it to the world of an elite level athlete over a one year to two year period.
The elite level athlete has complete clarity about what they are moving towards. They want to win an olympic medal, be in the final of something, set a world record, absolute clarity. Then they also have clarity of why...it's been my dream ever since I was a kid...when I'm doing this sport I feel more alive than I have ever have at any other time in my life. I'm born to do this.
Then you go to the organisation and say to a staff member, what is the clarity of what you're moving towards? They'll say - Oh. Well... The company wants three offices overseas next year. Or...
- We want to turn over $200million a year.
When asked why?...
- That's the targets that have been given...growing, that's just what we do. Hmm, you've missed the boat there straight away.
Where's the morale? This person doesn't have morale because morale comes from getting closer to their goal. Is the morale for an elite athlete always good? No. Anytime they're progress towards their goal, morale is excellent. Anytime they're not, morale is down.
If the staff member at work does not have clarity of what they're moving towards and why, morale is impossible.
Now you might say its just not possible in an organisation. But it is. Look at the Disney organisation, Walt Disney setup that organisation with the core purpose; make people happy. If that's not a match for you, then, this is not a place for you, but every target we set is going to be relevant to that.
Look at my organisation, we develop elite talent. If that's your passion, then you belong here. Everything we decide & every action we take is relevant to that.
So, if someone has another agenda, say environmental issues or social welfare or cutting budgets or making sure the kitchen area is clean or making sure that everyone is sharing the bloody milk in the workplace. Then you get conflict. When you have absolute clarity, you go; "Is the number one thing is it impacting the core purpose of the organisation?" Then you can dissolve office politics because we're all moving towards the same thing.
Next you look at the elite level athlete and they have clear incentives all the way through the year. There's opportunities to win medals, to set qualifying times, to receive tracksuits to be in photo shoots & to get sponsors. Anytime they're doing something well, they get rewarded.
Inside your workplace very often the incentive program and the reward programs are not specifically and directly linked to the outcome. If the outcome is not clear, it can
gets very grey because you go; well this year we're going to do an award for the best sales person, or the person who; oh its funny because they always park their car in the wrong place, lets give them an award for that.
It needs to be thought through so that there are clear incentives to any quality, or value or productivity level directly relevant to that final outcome then you start to get morale because people start thinking, whoa I'm making progress and as soon as progress happens morale goes up!
Morale isn't a black & white good or bad thing. Morale is a gradient. It's directly relevant to how much progress we feel like we are making towards an outcome and at what speed we are making that progress. That's when morale picks up.
Then absenteeism and workplace politics and all those things will disappear, because work is obviously more rewarding.
https://www.workplaceincentives.com.au/
by: WI
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