How to Improve Work Performance with Rewards and Consequences

How to Improve Work Performance with Rewards and Consequences

( 3 )
  • Tom Hoisington

    Monica, your statement that, “Creating a scenario of “no hope in heck of meeting those goals” is not an approach that motivates employees to work harder” is so accurate! I recently saw a business where the owner created a bonus program that had been promised for years. When the employees were presented with the program, they could clearly see that the objectives were unobtainable and it actually served as a disincentive, discouraging the extra effort that the owner was trying to encourage. Stretch goals must be seen as being attainable or they will backfire.

  • Monica Wofford

    Yikes Tom! That is the danger of creating such goals to be sure. Gotta motivate them with hope not deflate them with delusions. Hey, that’s kinda cool. I may have to remember that little line. More importantly, I have to make sure WE don’t create the kind of goals within Contagious Companies that don’t backfire! Thanks for the great reminder and insight.

  • Leaders: 3 Ways to Improve Employee Performance and Reveal Hidden High Performers

    […] of recent posts including Can a Leader Identify a Top Performer with a Personality Profile? and Improving Work Performance with Rewards and Consequences, today’s “Monday Moments with Monica” will focus on how to do both: improve work performance […]


Your email address will not be published. Required fields are marked *

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>

Show Buttons
Hide Buttons