Reward and recognition? I just don’t believe you.

People do many things they’re not good at and nobody appreciates, but they keep on doing it. Golf is a good example. Far too many men golf when they shouldn’t. They’re not good at it, nobody appreciates it, but they keep on golfing anyway. If golfing relied on recognition and reward, half the world would give up playing golf. Yet the golfing industry keeps on growing exponentially driven entirely by amateurs who golf poorly and annoy everyone else. You’d think they’d quit but they don’t. What motivates them?

Dancing is another one of those things. Far too many people dance at parties. They don’t dance well, nobody appreciates it, but they won’t stop dancing. What motivates them?

Cooking is sort of in that group. I know many people who should have a restraining order to keep them away from any stove. No matter what recipe or show they watch, they can’t turn out good food. Nobody says thank you, nobody comes back for a seconds, yet they keep on cooking and trying. It’s not right. What motivates them?

Half the world should not drive. They’re not good at it, nobody appreciates it, but they just won’t take a bus. Your friends and peers should vote and decide whether you’ll be allowed to drive next year. Signal lights are not optional, the left lane on the freeway is for faster drivers, and I am going to vote you out of your car. What motivates them?


I have to conclude people do things because they are personally motivated or because they have to. People do not do things because somebody else said ‘thank you.’ If I extend that logic to reward and recognition on the job, it must be aimed at those who aren’t motivated to work and don’t have to work. Sort of a sad default place to be. We’re teaching managers to say thank you to people don’t want to work and don’t have to work.

Saying thank you is aimed at emotions, and that is what managers manage; the emotions of others. How much better would things be if you hired only people with discipline and commitment? People who are able to over ride their own emotional weakness, acted out of principle, - and you’d never have to say thank you again!

I agree reward and recognition is important, but that’s not enough to build a company with. You have to select principled people with commitment who don’t always need to hear ‘thank you’. Hire the guy who absolutely wants and needs to work only for you. The guy who forgot to ask how much his salary was going to be. The bad golfer who keeps on hitting balls even though he’s no good at it and nobody says thank you. That’s your guy. Hire him.

See you for breakfast,

Wolfgang

Nov 17th, almost full house, 130 managers. Please book your seat with Rachel now. Some individual tickets left, $135 each. Subject, what else, -

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