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I would challenge this. Let's replace your trivializing phrase "a 'thank you' from your boss on the company newsletter" with just recognition, which obviously c
by gruseom 16y ago
I would challenge this. Let's replace your trivializing phrase "a 'thank you' from your boss on the company newsletter" with just recognition, which obviously can take many forms. We have evidence, cited in this thread, that recognition is generally more satisfying and motivating than financial rewards are (at least those produced by formal incentive plans). What evidence do you have that this effect only holds "at a certain threshold"? Or that it weakens as one's work becomes more important?
It's important to resist one's intuitions when faced with a counterintuitive finding, which this is. Most of us have been conditioned to think of "never mind the touchy-feely, show me the money" as hard-nosed realism. That it turns out not to be is immensely interesting.
- oconnor0 16y agoI think part of it is that if you've just saved your company a million dollars getting a bonus of a few thousand seems unfair & like your company's being greedy. Yes, I absolutely want to be recognized for the good work I do, but it would also be nice to get monetary incentives commensurate with the work I've done.
- LiveTheDream 16y agoI left "a certain threshold" undefined on purpose, because it varies from person to person. The point is that the reward must be meaningful to the person being rewarded, otherwise it is much worse than no reward; the person will become cynical, demoralized, and unmotivated. The main problem is conflicting valuations of the work in question, which holds true whether the the payment is money or recognition. Who is to define how much recognition is satisfactory? Take the Microsoft "ship it" award[1] as an example of a formal recognition plan, which failed. My evidence, like the evidence in this thread and the presentation, is just personal experience. [1] http://www.joelonsoftware.com/articles/fog0000000070.html http://www.joelonsoftware.com/articles/fog0000000070.html
- gruseom 16y agoMy evidence, like the evidence in this thread and the presentation, is just personal experience. On the contrary, I was referring to the work of Dan Pink and others on the science of motivation, which was mentioned elsewhere in the thread. I don't usually discount personal experience but this is one area where the empirical findings are surprising. A pretty important one, too, considering the implications for good organizations and happy lives.