Plato said, “Human behavior flows from three main sources: desire, emotion, and knowledge.”
I refer to these as the three pillars of Behavior Management. At work, if your Behavior Management strategy does not address all three of these pillars, there is an increased chance that you will not get the results you would like (or need) from your employees.
My opinion is that most people in the workforce want to do a good job that they can be proud of. Most employers want exceptional performance from their employees. If this is true, then already there is a chasm. What is “good enough” in the employee’s mind may not be good enough in the employer’s mind. So how do you bridge the gap?
Start by considering these three pillars. What does the employee #desire? What gets the employee to feel a positive #emotion about the job and the company? And finally, what does the employee #know? This goes beyond knowing the job and is a critical piece that should seem obvious, yet is often overlooked.
As an example, the employee desires to do good, quality work because it makes him/her feel good about him/herself, and that makes him/her feel happy (emotion). But the employee “knows” there will be no recognition or reward from the employer beyond a paycheck. What is the likelihood that employee will burnout and performance will suffer in the long run?
Two mistakes employers make in this regard are:
- A paycheck should be incentive enough to do a good job (see “chasm”).
- Incentive and reward beyond the regular paycheck means more money.
Neither are necessarily true, and there are all kinds of ways to address them, but that’s another topic for discussion. In the meantime, if you focus your Behavior Management strategy on these 3 pillars, you will be way ahead of the competition.