ABSTRACT
Employers know that performance derives from the confluence or combination of direction, skills and motivation, so that motivation directly impacts the ability to perform. Motivational Mapping calls the handling of rewards our ‘Reward Strategies’ process. So, the question we have to ask ourselves from the Reward Strategies perspective is how, typically, people are rewarded for their performances? Keep in mind, they are not – we are not – rewarded generally – for our high motivation levels. However, we need to keep in mind that whereas new leadership or a change of team personnel may be the automatic default methodology for dealing with poor performance, the review of appropriate Reward Strategies may be the third and, in the long run, most effective solution. Employers, then, are perhaps misdirected as they get their HR departments trying to create a one-size-fits-all ‘best Reward Strategies practice’.
