But we need to be careful, remember bonuses cost money, and they do eat into our profits, which is not good for the morale of the management board or shareholders.
We shouldn’t forget that we bonus our staff each and every money when we pay them their salary, and we do this, whether they did a great job or not.
Also what about the morale of the rest of the team, if people who do a good job get paid more, then this will demotivate them and lets face it, we have more people doing a poor or average job than a good job, so this could have a really damaging impact on the overall morale of the company
What we should do is look to just bonus senior managers, like ourselves, this will then motivate them to do a good job and become managers themselves. This gives them something to strive for which is much more motivating than an occasional bonus, which you may or may not get, and depends on them doing a good job.
Recognition is also difficult to administer, if we start to recognise too much, then people can get complacent, and will then only look to do their job if they feel that they will be recognised for it.
Its the same with thanking people, once you start you can end up in a situation where you need to thank everyone for everything, or nothing gets done.
So avoid this vicious circle, by thanking no one.
We should look to ignore people who just doing their job, or who only achieving minor success, this will make them try harder to please us.
We need to make it difficult for people to get recognised, thus ensuring that they will work harder in order to achieve their 15 second of fleeting fame.
When we only recognise the truly outstanding work or results, then we give real value to Recognition and increase its importance.
Recognising everyone for any minor success just cheapens Recognition, diminishing its power to inspire and motivate people.
So as you can see we need to take care with how we use Reward and Recognition, in the wrong hands they can create more problems than the prevent, and that will have a detrimental effect on the moral of the company.
The Bad Boss recommendation to optimise the returns on Reward and Recognition is a simple 2 step process which, if followed, will prevent problems occurring and will increase moral.
- Only Reward Managers/Bosses
- Only Recognise truly outstanding work
This simple approach will give your teams a great goal to aim for and will encourage them to work really hard to achieve outstanding result in order to be recognised.
Now that’s the power of Reward and Recognition!
Disclaimer: Rewards and recognition should be used to improve company morale and culture. All levels of employees should be included in a rewards and recognition program. This post is an example of what some bad bosses do and should NOT be done. We are not responsible for the use of this example literally in the workplace.