Its important to recognise that your team members will adopt changes more readily if you can firstly answer their most important question, which is that old WIIFM one… what’s in it for me? Why should I change what I’ve been doing till now? Help me understand what it’s all about and where I fit in.
That means you must ensure that team members understand the thinking behind the new idea you want them to be part of and why/what you want them to do is important.
Once you have their buy in, there are two important rules to remember:
Firstly, what gets measured gets done (in other words you’ve got to make sure that they are doing it and ensure that they see you regularly measuring their progress), and;
Secondly, and more importantly, what gets rewarded gets repeated (if your team members already get paid for doing whatever they do now and you want them to do something extra, you’ve got to give them some reason and incentive to do it).
It’s important to understand that your team want to do the things that you want them to do but only if they can see that there is a reason and a reward for so doing. By the way, the reward doesn’t always have to be monetary. It can be both public and private recognition, it can be responsibility or authority as well as simple rewards like theatre tickets, a nice dinner, a day off, a handbag or shoes (maybe not for men!) for example.
Oh, by the way, what I’ve talked about here will work for you when you are making changes to what you are doing… measure your progress regularly and reward yourself when you achieve your targets.
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