Consequences That Change Behavior
Employees respond better to small, immediate, and certain consequences. So when designing an initiative to shift behavior, certain consequences work better than others. Many organizations will budget for bonuses, profit sharing, retirement benefits, or other future "compensation," that do little to bring discretionary effort on a daily basis. These tactics work great for attracting talent, but do little toward the work-life experience
Consequences that yield the best behavioral results occur daily, and often will not show up on the balance sheet. A positive affirmation, peer acknowledgment, a small victory, can often do the trick. Managers need to foster an environment of small "wins" to lead to desired behaviors and outcomes.
Employees will not resist change if the change provides immediate positive consequences for them, so rather than managing the change, manage the consequences associated with the change.
Posted on Thu, October 14, 2010
by Kurt McDowell filed under