“There is nothing wrong with Performance-Reward (Work=Paycheck),” I said. “It is the contract that we make with employees. They show up each day and do their best in exchange for the agreed-upon compensation.”
Helen looked down, picturing something.
“I know you see yourself as a Motivator,” I continued. “And, here is why Motivation is so important for managers.
“I asked you before, if I was getting the Performance I wanted, as a Manager, why did I give two hoots whether it was Motivation or Manipulation (Performance-Reward). Here is why.
“Performance-Reward requires you, the Manager, to be present, either physically present or present-by-threat, meaning, you will be back to check on things. So, Performance-Reward requires the proximity of the Manager.
“Second, the duration of the behavior is short, happens only to the specification required to get the reward. And if something happens to threaten that reward, diminish that reward, delay that reward, the performance stops.
“And that’s why Motivation is so important. As a Manager, we need sustained performance even when we are not around. We need more than Performance-Reward.”