The title says it all: carrots and sticks don't work.
Reward and recognition programs can be costly and inefficient, and they primarily reward employees who are already highly engaged and productive performers. Worse still, these programs actually decrease employee motivation, because they can make individual recognition, rather than the overall success of the team, the goal. Yet many businesses turn to these measures first - unaware of a better alternative.
So, when it comes to changing your organizational culture, carrots and sticks don't work! What does work is Dr. Paul Marciano's acclaimed RESPECT model, which gives you specific, low-cost, turnkey solutions and action plans-- based on seven key drivers of employee engagement that are proven and supported by decades of research and practice - that will empower you to assess, troubleshoot, and resolve engagement issues in the workplace:
Recognition and acknowledgment of employees' contributions
Empowerment via tools, resources, and information that set employees up to succeed
Supportive feedback through ongoing performance coaching and mentoring
Partnering to encourage and foster collaborative working relationships
Expectations that set clear, challenging, and attainable performance goals
Consideration that lets employees know that they are cared about
Trust in your employees' abilities, skills, and judgment
Carrots and Sticks Don't Work delivers the same proven resources and techniques that have enabled trainers, executives, managers, and owners at operations ranging from branches of the United States government to Fortune 500 corporations to 20-person outfits to realize demonstrable gains in employee productivity and job satisfaction.
When you give a little RESPECT, you get a more effective organization with reduced turnover and absenteeism and employees at all levels who are engaged, focused, and committed to succeed as a team. In short, you get maximum ROI from your organization's most powerful resource: its people!
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Good ideas, awful narrator
Dan Pink's Drive because it offers a simpler approach to the same issue of engagement. The two are good together. Not opposing viewpoints but different ways of getting to the same end.
Slightly cynical or condescending inflection, way too rapid reading, mispronunciation of words all of which highly detracted from the kind, thoughtful content.
No. I think he gets his point across.
Don't let Richard Broski read any other books until he learns how to pronounce words like concomitant, Appomattox, and subsequent correctly, SLOW DOWN and drop that tone. I wanted the info but I found myself getting angry at the delivery. It was a struggle not to go buy the book so that I didn't have to listen to this reading.
Searched for a read, Found a treasure!
- Timothy Craggette