Skip to main content

show me the money


This could definitely be one of those topics where you may be hearing voices. One voice, used when speaking with others, is telling folks that your career and the ability to make a difference is much more important than what you are being paid. While on the other hand your other voice, and I have noticed this voice gets louder and softer depending upon your age and circumstances, may be screaming get as much as you can for the work you're currently performing.  Isn't it really all about purpose?  How else can you explain schoolteachers, police and firemen, and the United States Military; all driven by the visceral desire to help and change people's lives. We certainly know, with the exception of a few in the aforementioned careers, they are not in it for the money (indeed, something seems very backwards here).  Evidence exists (@mercer) that shows if you are paying a worker within the normal range of income for their position then it is likely that being motivated by money is pretty far down the list of individual priorities.



So, if even for a moment you believe that purpose trumps all, then shouldn't this really be the area we focus to drive sincere worker motivation?  For many organizations this is where the perspective becomes quite murky.  Woven into many of my designs over the years has been the underlying belief that "everybody wants to do the right thing". If we can step back for a moment and address every daily interaction with this simple belief I'd imagine our interactions with one another might be different. Our efforts instead would be spent on communicating and sharing why our organizations can make a difference, why these individuals can make a difference, share essentially the essence of our being: our purpose. While this all sounds very soft the key to unlock these aspirations is founded in the simple process of objective measurement. Imagine having the ability, throughout an individual's work day, to provide immediate positive and negative feedback on how their actions align with the organizations goals. Implementing game theory (or gamification) within an organization can be powerful as long as some tangible output can be deployed as well.  The complexion of workforces is changing radically with no signs of slowing down or normalizing, are you prepared to help your workers align with purpose?



-----

Next post:  GPS in my trucks?

-----
Labels:

Comments

Post a Comment

Popular posts from this blog

Speaking AI (artifical intelligence)

You're talking but I can't hear you.   Everyone can certainly understand this condition; the "Peanuts" parents who sounded exactly like your own, your significant other while you watch your favorite game on TV, or most importantly a work colleague or partner which you are attempting to communicate a thought or vision.   All of these, and many other examples, have plagued our organizations long past the childhood game of telephone (passing your words to another, and on to another, etc.).   So what?   What has changed?   Besides the velocity of products hitting the market, the requirements that we have for our business now needs to be interpreted by data scientists, yet another abstraction layer from the field conditions.   Think about this example; TODAY :   we often think in binary terms, if "x" happens do "y" …   take a sales person seeking potential leads by searching a system for the last time we made contact TOMMOR...
Post a Comment
Read more

Are "mistakes" good or bad?

One of the attributes that make a great technician is the fact that they have made a lot of mistakes. Our biggest challenge is recalling those mistakes ourselves and as importantly sharing them with others on our team. Every single day we go out and fix things, many of them are routine and may not require any form of documentation or sharing; however, there are those instances where we have discovered gold. The trick is to make sure that we can learn from our mistakes in a systematic manner and have the ability to spread the information throughout our organization in a useful and relevant way. Corrective action, an integral part of a quality system, is the absolute best vehicle to put in place for your organization. Some of you may have been turned off by the words "quality system", don't worry you can still deploy a corrective culture without having to understand completely how corrective action and quality management systems work. The process is very straightf...
Post a Comment
Read more

months to aquire, moments to lose

It is just hard to imagine that one of the most common reasons maintenance contracts are lost is because people don't show up and don't pay attention to the details.   In many cases maintenance is an investment to keep the life of your asset running for a protracted period of time. However the length on many maintenance contracts is not even close to the life expectancy of that equipment, so if you don't really have any idea what maintenance is being performed then how do you really know if it's being done to your specification? Thus, it really boils down to business elements, assuming that you are actually performing the work, our focus needs to be on how you are differentiated. Let's take a look at a couple of the most common business-related reasons why people lose maintenance contracts. Not showing up ; managing contracts can be complicated between the sites, number of assets, and the frequencies at which items need to be maintained, can a...
Post a Comment
Read more