Came across this article down the back of the internet – ws so incensed by the horsesh*t quotient, that I had to share with you, dearest blog trotters.
You see, I’m a believer in internal comms as a motivator. I believe in praise where it’s due, I believe in duvet days, I believe in doughnut Fridays, I believe that staff meetings should be entertaining and I believe that the booze should never run out at the Christmas party (and that what goes on tour stays on tour). (Yes, Microsoft, I’m talking to you.)
But I do not believe that any of this substitutes for cold, hard cash. Wonga in an envelope. The chink of change, the rustle of non-sequential, used tenners. And thus, I am afraid, any staff motivation philosophy that kicks off with ‘don’t show ’em the money (even if you have it)’ is misguided at best and cynical, petty, small-minded and mean at worst.
And no, wandering up to a random employee and inviting them to lunch with you is not motivating. It is stalking. It will result in uncomfortable silence, which is not how I enjoy my lunchtimes.
And the idea that asking – ‘was that the best way to approach the problem? Why not? Have you any ideas on what you could have done differently?’ – will somehow not be perceived as criticism or correction is just hippy-dippy nonsense.
Oooh – it makes me cross. I’d actually suggest that blindly implementing the nine things recommended here will have the opposite effect to that desired.
Especially number nine – ‘share the rewards’. But without giving anyone any money, obviously. What planet?