Saturday, May 09, 2009
Enterprise Architecture: Rewards in the workplace...
There is a school of thought which says that any sort of individual rewarding promotes competition among team members at the expense of the team losing sight of the overall team focus/goal...
When can we acknowledge that in order to have top talent you have to have inspiring top talent within leadership? Compensation isn't a substitute for incompetent leadership direction. If you reward folks for perception management or just delivering on time, then what kind of message are you sending?
If you give rewards, then someone is not receiving it and that is bad for motivation. But if rewards should be given, it should be to the whole group (or company if its a small one). I think the negative side of reward giving is bigger than the positive in the long run.
It goes without saying that as an individual, I prefer individual rewards because of my ability to at least have some control over them. Likewise, if I put on my manager hat, I immediately switch to preferring team rewards because it gives everyone an incentive to not let down the other members of the team along with countering the personal self-serving motivation that taints most IT organizations.
| | View blog reactionsWhen can we acknowledge that in order to have top talent you have to have inspiring top talent within leadership? Compensation isn't a substitute for incompetent leadership direction. If you reward folks for perception management or just delivering on time, then what kind of message are you sending?
If you give rewards, then someone is not receiving it and that is bad for motivation. But if rewards should be given, it should be to the whole group (or company if its a small one). I think the negative side of reward giving is bigger than the positive in the long run.
It goes without saying that as an individual, I prefer individual rewards because of my ability to at least have some control over them. Likewise, if I put on my manager hat, I immediately switch to preferring team rewards because it gives everyone an incentive to not let down the other members of the team along with countering the personal self-serving motivation that taints most IT organizations.
