Big Bonuses Don't Equal Big Results
Daniel Pink, former speechwriter for Al Gore, makes a “case” for a revolution in the way Americans do business: our old ideas of big rewards for big success are blatantly false. Pink points to a number of studies that have demonstrated how people engaged in creative work perform better without the added stress of meeting specific, performance-based rewards. For plant managers, this idea has a lot of potential. We know that production line work doesn't always require a sense of creativity. But instead of promising workers rewards for meeting a quota, encourage them to constantly find minor flaws or inefficiencies in the process—a lean philosophy, if you will—and give rewards for their creativity and logic.
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