Motivational Leadership
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Rescooped by Graeme Reid from Business Brainpower with the Human Touch
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The Shockingly Simple Secret Behind Employee Motivation

The Shockingly Simple Secret Behind Employee Motivation | Motivational Leadership | Scoop.it

Here's the central law of employee motivation, of coaxing a great performance from your employees, day after day: Employees who are selected, oriented, and reinforced properly, and who are surrounded by peers of the same caliber, will thrive when given significant autonomy. Otherwise, they'll wither.

 

There are dozens of studies to support this, inside and outside of business life.

The case for autonomy: just look in the mirror.


Via The Learning Factor
Graeme Reid's insight:

Autonomy and flexibility are vitally important.

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The Learning Factor's curator insight, July 21, 2015 8:25 PM

The secret of coaxing great employee performance is just one sentence long.

Ian Berry's curator insight, July 21, 2015 9:04 PM

Agree with the premise As Daniel Pink has proven autonomy, mastery and purpose are the key intrinsic motivators of us all

Carlos Rodrigues Cadre's curator insight, July 22, 2015 9:07 AM

adicionar sua visão ...

Rescooped by Graeme Reid from Business Brainpower with the Human Touch
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Performance Management: We Won’t Fix the Problem by Ignoring It

Performance Management: We Won’t Fix the Problem by Ignoring It | Motivational Leadership | Scoop.it

To meet this goal, a performance management system must provide some way to determine how employees are performing relative to their co-workers. Yet there is currently a trend in HR to “fix” performance management by eliminating the use of methods that compare employees based on performance.


This makes no sense since this is the very thing senior business leaders want from performance management!

The 2 performance management methods:
Via The Learning Factor
Graeme Reid's insight:

If we want to fix performance management, we must create methods that accurately classify employees based on past performance in a way that maximizes their future performance and retention.  Rating employees to fit a bell-curve distribution is nonsensical, but identifying your top 10% of performers makes a lot of sense.

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The Learning Factor's curator insight, August 5, 2014 7:49 PM

When I ask business leaders in large companies what they want from performance management systems, the answer usually includes “identify the top performers in the company.”

Ian Berry's curator insight, August 7, 2014 1:47 AM

Performance management like people management is dead. The question to ask of all performance systems Does our system inspire and make it simple for people to bring their best to their work? Any answer other than a resounding yes means system must be improved.