1 / 6

Rethinking Reward Systems: Aligning Goals with Real Outcomes

This analysis delves into the inherent misalignment between desired behaviors and existing reward structures across various sectors, including politics, war, medicine, education, sports, government, consulting, and business. It highlights the pitfalls of rewarding superficial achievements while overlooking essential contributions and long-term growth. From the importance of accountability and transparency to rethinking objectives, this exploration offers insights on how to create a more effective reward system that fosters genuine motivation and alignment with core organizational values.

eshe
Télécharger la présentation

Rethinking Reward Systems: Aligning Goals with Real Outcomes

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Performance Management Rewarding “A” while hoping for “B” Lola Gasabova

  2. The system is skewed • Politics: Political parties want specifics, but reward the one that is best with words • War: Every soldier wants to go home • Medicine: Better type 1 than type 2 • Education: To teach or to research? To pursue knowledge or grades?

  3. The System, cont’d. • Sports: Team or Tyler Bray? • Government: Next year’s budged based on last year’s spending • Consulting: The system rewards ignorance • Business: Are the rewards aligned with the desired behavior?

  4. What We Want vs. What We Reward • Long term growth vs. quarterly earnings • Teamwork vs. individual effort • Setting objectives vs. making the numbers • Downsiding, rightsizing, restructuring vs. adding staff and adding budget and haypoints • Commitment to quality vs. staying on schedule • Surfacing bad news early vs. reporting only the good • Team growth vs. Agreeing with the boss

  5. Causes • Rewarding by objective standards • Seeing is believing: We only reward the visible • Hypocrisy: We say one thing and act upon another • Emphasis on Morality or Equity Rather Than Efficiency: Paying for soldiers vs. Finishing the job until it’s over. Voting just to vote.

  6. The Fix?Alter the reward system • Lack of motivation: Many managers don’t even realize they are rewarding the wrong thing • Explore what is currently being rewarded and refocus • There will always be stand-alones (patriotic soldiers, involved employees, team-oriented players) • Separate checks, pay for the job not the hour, the biggest piece of birthday cake, etc.

More Related