There is a discussion happening on HR Toolbox under the heading: “Performance Management Metrics”.
One of the posters asked what is the most effective way to recognize and reward talent in their organization. Here is a snippet from one of my posts in that discussion:
I would like to point you to two concepts/models that will help you keep your top performers and (hopefully) more fully engage your middle performers to reach a higher potential.
The first model is the Competing Values Framework. It is basically a way of looking at the various things people do in the workplace and trying to understand how individual employees like to work. We have learned through 10 years and 85k candidates, that the degree of match between their work style and their work requirements are a good predictor of success.
The second model you should become familiar with is the Schein Career Anchor model. Schein looked at *why* people work and developed (and validated) a list of what people value, what they want from their career. Schein’s list changed several times and we further refined it to a list of 10 career values that seem to have the most impact on success. Surprisingly, ‘Money’ isn’t one of them:
- Autonomy
- Creativity
- Entrepreneurship
- Competition
- Management
- Security
- Technical and Functional Specialisation
- Service and Commitment
- Collegiality
- Lifestyle Integration
The goal here is to find out what your employees value and make sure they get it. Do they need more opportunities to be creative? Are they inspired by competition? Do they need to be seen as the expert?
Both of these models will help you answer the big question: “How do I motivate my employees effectively?”
