The number one disadvantage with incentive plans is that they are designed to make you think a little less about the work you put into it. The idea of being able to “think more” about your work is so important that you have to make decisions about when to do a job.
Why would you choose to use an incentive plan? Because it’s a very good strategy. The goal of a incentive plan is to give the person who’s working on your work a set time for a little more thought, not to get a little more done. Or, to make yourself think less about the work, you want to take that work out of your plans.
You can think less about your work. Not that I’m saying that you should. I am, however, saying that you should think about getting more done. If you have to work twice as hard to get half as much done, it is time to think about how you can improve.
This can feel like the perfect example of incentive plans. The goal is to get the person to work a little harder and give them extra time for more thought. But because this is so easy to do, most managers have a hard time giving them incentives. Instead of giving the person a little more thought, they give them a little more work to do.
This is a great example of this problem. The problem is the manager has already set the goal. So when the person does the work, the manager doesn’t get to see their progress. That’s not to say that this is always a bad idea, but it can be a problem when the person actually does what is asked of them. As a manager, I’ve seen this happen quite a few times.
When it comes to incentive plans, there really is only one problem. If the manager does the work, that should be enough. The worker has to feel like the manager believes this is the right thing to do. But the problem is that managers think that they are entitled to what they do because they created it. And the person taking on the work isnt doing it to get the manager to give up on them.
Now, Ive had that happen quite a few times to both me, and others in the company. Often, the person doing the work says “I dont want to do it” and the manager takes them on because he says it’s the right thing to do. But its also true that often the worker is doing it simply because they want the raise, the bonus, or the promotion.
Well, there are also advantages. For one, managers and staff are usually not going to give you any sort of reward for doing work. Also, it is more likely that you will receive the kind of feedback that you are actually interested in getting and that you will actually be able to apply the work toward the goal that you have set out for yourself. And the fact that you have goals and a job to get to is also a big plus.
The idea behind incentive plans is to help motivate employees to meet their goals. They are, in essence, a reward system that is meant to give employees the motivation to do what they are supposed to do. It is also an anti-siphoning system, which allows people to get a reward for doing something that is not part of their job description.
The problem is that incentive plans don’t always work. If you set a goal and you accomplish that goal, then you are no longer a slave to it. Instead, you can use the system to help you achieve the goal. Because it is a reward system, it will not always work, but it can be a useful tool.
