Coaching, Mentoring and Managing breakthrough strategies 2 PHẦN 4 ppt

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Standard: Meet weekly production schedules.

Compliance options/opportunities:

a. Set daily goals.

b. Review progress and problems with group leader

every evening.

c. Hire temporary help, when needed, using money

from year-end bonus fund.

Standard: Be at work on time.

Compliance options/opportunities:

a. Buy new alarm clock or ask co-worker for

wake-up call.

b. Go to bed earlier and/or leave for work earlier.

c. Join a department car pool.

What Rewards Can and Will You Give?

Rewards aren’t bribes. They are not carrots you dangle in front

of team members so you can expect decent performance. Rewards

are important aspects of performance management, however. We

all expect positive consequences for positive effort — and it

doesn’t necessarily have to involve money.

Here are a few examples of the little “extras” that will

communicate 1) your appreciation for positive change in

employee performance and 2) your intention to respond positively

to such accomplishment in the future.

Rewards

• Use of the company tickets to a sporting event

• Gift certificate to dinner and/or a movie

• Written or verbal acknowledgment in the presence of

peers and/or superiors

• Personal time off

• Extended lunch or break time(s)

• Work-related gift (pen, pocket calendar, desk plant, etc.)

• Special outside training events

• Promotion

• Bonus or salary increase

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The Counselor Role: Confrontation and Correction

Rewards aren’t

bribes.