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How to pronounce carrot and stick? Alex US English. David US English. Mark US English. Daniel British. Libby British. Mia British. Karen Australian. Hayley Australian. Natasha Australian. Veena Indian. Acland Lab. The two carrots were guaranteed prices and further security of tenure, and the stick was Government control.
This clause was necessary to promote security of tenure. Meanwhile, their masters proceed with high-handed authority to mete out rewards and tasks at their good pleasure. Two opposite kinds of immigration into Germany are in progress. Numerous trains carry droves of many scores of thousands of Austrian wage-earners to labour under stern rule in the old Reich.
At a time when all Germans are under industrial or military conscription, the life of these deportees must tend in many ways to resemble the older forms of servitude. Far from home, under hard taskmasters, they labour to build up that martial strength, the final purposes of which Europe has yet to learn.
These elect are permitted to gape in awe-struck admiration at the spectacle of Nazi power. Thus, by every device from the stick to the carrot, the emaciated Austrian donkey is made to pull the Nazi barrow up the ever steepening hill. Your objective should be a goal that can be measured, such as a certain production output, a sales total or another common metric used by your employees. The key to the carrot and stick approach is using an incentive that interests or appeals to employees.
Decide on a reward you can offer for reaching the goal. There are four general types of rewards you could give your staff members:. Choose a reward that you believe your employees would want to receive. In a large company, a company-wide email recognizing the employees who achieved the objective could be a highly sought-after reward. For a small startup with only a few employees who often work closely together, company-wide recognition might not be as attractive of a reward, and a small stipend or gift might be more appreciated.
Consider what might be valuable to your employees, and use your company culture and structure to help you determine potential rewards. If you notice that not many employees can reach your goal, try offering a different reward to see if that helps with motivation. You will also need to decide who is eligible for the reward and clearly outline any qualifications to all employees.
If everyone surpasses your goal, you may decide to give a small reward to each employee. Alternatively, you could choose to give a larger reward to the employee who performed the best. For example, if you have set a sales goal for your employees and they reach the goal, you could give everyone a small reward such as a staff party or a catered lunch, or choose to reward the top employee with a larger personal prize, such as a monetary bonus.
Choose a consequence for employees who do not meet the stated goal or have the lowest performance, and clearly communicate it. Once they see that you are serious about your carrot and stick motivation policy, they will be more motivated to avoid the punishment and receive the reward.
Just like with the incentive, you will need to decide who receives a consequence. You could choose a small punishment for those who were unable to reach your goal, or you could have a more serious punishment for the employee who performed the worst at the task. For example, if your goal is to reach a certain production output and only half of your employees can reach that goal, you could choose to have the employees who failed assist with inventory, or you could select the employee with the lowest output and give them the responsibility of tidying up the break room for the next two weeks.
If you choose to reward all staff members who can reach or surpass your goal, then your consequence should be applied only to the employee with the worst performance. Similarly, if you are singling out the employee who performed the best, apply a small punishment to all who were unable to reach your goal.
This can help you avoid dividing your employees into those who got a small reward and those who got a small punishment. You should unify your staff in achieving the goals you set out, while still allowing for them to compete. If everyone either gets a reward or a punishment, there will be little motivation to surpass the goal or avoid group punishment. Instead, single out either the employee with the best performance or the worst performance to motivate staff to be the one who avoids the stick and receives the carrot.
Using rewards and consequences that employees are actually motivated by is the key to having the carrot and stick approach work successfully.
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