the dangers of always rewarding financially
Recently I completed Drive by Daniel Pink, a book that tries to disclose the ‘unexpected reality about what encourages us.’

In among the major areas, Pink talks about monetary motivators and actually made me consider the impacts they can trigger.

For years we’ve actually been taught that workers will strive to attain the objectives that companies develop, specifically if there’s a motivating factor such as a financial reward.

Whereas the adverse side to connecting objectives with benefits has actually seemed to take a back seat to the ‘excellent’ that comes from setting objectives with rewards, we should be cautious– particularly relating to these 3 unfavorable results.

Financial Incentives May:

1. Produce a Sense of Entitlement

Unfortunately, an adverse effect of connecting monetary rewards to goals is that people may begin to feel entitled to receive the reward in spite of their performance. One of the best examples of this can be seen with providing a youngster an allowance. The trouble with allowance comes when you connect the benefit to the task. Rather of doing the task since it’s the responsible thing to do as member of the family, a kid can establish a sense of entitlement and be reluctant to do anything they are asked (or not asked) to do if they are not spent for it.

A better approach: Keep the allowance and tasks different. Your kid will certainly learn the difference between concepts and payments. Offering an allowance can be an advantage, specifically for teaching your youngster good finance skills. Nevertheless, the habits you are urging should be considered prior to you connect any reward to a task.

2. Encourage Greedy Behavior

Not only can some financial incentives deteriorate an individual’s intrinsic motivation for attaining a task, it can accidentally encourage greedy behavior. I work in the financial industry and see the effect that objectives can have on monetary sales agents.

The hazardous results of objectives are enlarged even higher when a company concentrates primarily on quarterly numbers, strict sales goals, and higher returns. These elements are very important for businesses, however when you link financial incentives to these goals, you urge a short-term frame of mind and greed can embedded in.

A better approach: To avoid a narrowed focus that can come from employees believing just ‘short-term,’ include your employees in the goal-setting procedure. Would you rather work towards an objective you helped produce or one that was required upon you? By merely asking your staff members to share their opinions about the goals, you are encouraging them to think creatively and to expand their focus– not narrow it.

3. Lead to Dishonest Actions

Yes, we’ve actually seen too much of this in America recently– especially in the banking and home loan servicing industry. Honest decisions are compromised and blatantly overlooked because of the financial incentives tied to ‘getting the job done.’ It’s plain to see that objectives linked to lofty monetary rewards can encourage cheating, dishonesty, and dishonest behavior.

A better approach: Rather of making worker compensation rest heavily on objectives and incentives, compensate them fairly from the beginning. No person wishes to be put in an honest problem that jeopardizes sincerity in order to put food on the table. When you pay a reasonable wage (as a salary or hourly wage) and rely less on monetary incentives to bring the salary to the market standard, you can get rid of a great deal of the deceitful behavior.

These are simply 3 unfavorable impacts that can be triggered when financial incentives are tied to an objective. If you’re in a position to deciding about settlement in the workplace, I extremely motivate you to check out the book Drive. The concepts in the book helped shape my ideas about today’s work/reward system and will make you think about ways to improve your system.

Financial benefits can work when used correctly. Simply keep in mind that when you develop incentives, the most important question to ask is: ‘How’ll this incentive impact the habits of those doing the work?’