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In the law of rewards and punishment, I'd rather focus more on the law of rewards; This will greatly motivate the employees to work harder on their craft. That is why I definitely agree with this article, giving employees a sense of connection to what their doing and giving them back a reward is really important.


While I believe that negative consequences do have a role to play in the accountable workplace, I agree that focusing rewards and connection is what will ultimately pay off in motivation.

Thanks for the comment!

Thanks for the great post Ann. At LTC we agree that more than ever employees want to see the meaning in their work and how they are making a difference.

Great post, Ann, and quite true indeed. As I wrote elsewhere:

All employees want is to know that what they do matters, that THEY matter. And they want to be told that personally. This is where strategic employee recognition plays a fundamental role by encouraging frequent, personal acknowledgment and appreciation of employee effort in a highly specific and meaningful way. This goes beyond a simple, "Thanks. Great work." to say instead: "Joe, I really appreciate the way you tackled XYZ problem. Not only did you help me get my job done more easily, but you demonstrated true integrity in how you handled a tricky situation and in the process contributed to us achieving our 25% customer satisfaction improvement goal."

That kind of recognition shows appreciation but also gives connection and deeper meaning to the work.

And without that connection, even personal health will suffer. Gallup did some research on this recently. I wrote more about that here: http://bit.ly/aScAOi


Thanks - glad you enjoyed.


Right on - and I particularly like your example, which addresses both the personal and business importance of the employee effort. That's great recogntion! And thanks for the link to your discussion of the Gallup research - very interesting.

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About The Author

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    Compensation consultant Ann Bares is the Managing Partner of Altura Consulting Group. Ann has more than 20 years of experience consulting with organizations in the areas of compensation and performance management.

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