This Is Why Your Employee of The Month Program Is Backfiring
This is the final installment of a three-part series on influence.
Rewarding the "Right" Behaviors
Many companies have a rewards program, but few motivate the right behaviors. Take the proverbial Employee-of-the-month program. You single out a top performer, recognize her in front of the group with a plaque and some other type of reward. Sounds great, right? But what happens when the meeting is over? The rest of the team leaves the meeting feeling less motivated than before, and the rewarded employee could be subject to whispers, resentment, and ridicule. People view vague rewards programs as a waste of time, and they are often written off as political.
Change The Environment
It's a lot easier to change the environment than it is to change people. Today, study the interactions on your team. Who collaborates the most? Who rarely interacts? I'm willing to bet that people interact the most often with those they are in close proximity.
The Six Sources of Influence Recap
Over the course of this series we have discussed six sources of influence, divided into three categories. They are:
- Personal Influence: make the undesirable desirable and surpass your limits
- Social influence: harness peer pressure and find strength in numbers
- Structural influence: relevant rewards and change the environment
Becoming an influencer isn't a linear process. You'll find that you pull from different sources depending on who you are attempting to influence and the circumstances surrounding the change. Always remember that the primary goal is to get your influencee(s) to see what's in it for them. They won't change because you want them to change. They'll change because you helped them see how making a change will benefit them.