Comments on: Motivation and Incentives in the Lean Company http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/ on lean culture, transformational leadership, and entrepreneurial excellence Mon, 21 May 2012 17:05:02 +0000 hourly 1 By: Jamie Flinchbaugh http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/comment-page-1/#comment-1607 Jamie Flinchbaugh Thu, 13 May 2010 17:07:18 +0000 http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/#comment-1607 Thanks for the comment. Yes, I agree that Deming's vision was still the right one. However, telling a company to outright abolish the annual review is like tell them to abolish titles, or org charts, or the office. It's as ubiquitous as paying taxes. So we have to move them in the right direction, in steps, from where they are closer to the ideal state. Thanks for the comment. Yes, I agree that Deming’s vision was still the right one. However, telling a company to outright abolish the annual review is like tell them to abolish titles, or org charts, or the office. It’s as ubiquitous as paying taxes. So we have to move them in the right direction, in steps, from where they are closer to the ideal state.

]]> By: David M. Kasprzak http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/comment-page-1/#comment-1606 David M. Kasprzak Thu, 13 May 2010 16:42:07 +0000 http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/#comment-1606 Hi, Jamie! I like this post a lot. Your comments regarding annual performance reviews are solid. I view your approach as something akin to the "Target Condition" in a transition from current state to ideal state. I am a believer in Deming / Scholte's ideas that annual reviews should be done away with in favor of more constant & consistent feedback, however, that doesn't happen overnight. Your approach lays out a workable plan for achieving the environment Deming & Scholte envisioned. If you'd like to see some more of my thoughts, I have a piece on my own blog about the relationship between individual performance appraisals and their impact on team building. Feel free to check it out! http://myflexiblepencil.wordpress.com/2010/04/30/why-performance-appraisals-are-still-used-and-why-team-building-still-suffers/ Hi, Jamie!

I like this post a lot. Your comments regarding annual performance reviews are solid. I view your approach as something akin to the “Target Condition” in a transition from current state to ideal state. I am a believer in Deming / Scholte’s ideas that annual reviews should be done away with in favor of more constant & consistent feedback, however, that doesn’t happen overnight. Your approach lays out a workable plan for achieving the environment Deming & Scholte envisioned.

If you’d like to see some more of my thoughts, I have a piece on my own blog about the relationship between individual performance appraisals and their impact on team building. Feel free to check it out!
http://myflexiblepencil.wordpress.com/2010/04/30/why-performance-appraisals-are-still-used-and-why-team-building-still-suffers/

]]> By: TIm McMahon http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/comment-page-1/#comment-1604 TIm McMahon Tue, 11 May 2010 14:21:38 +0000 http://jamieflinchbaugh.com/2010/05/motivation-and-incentives-in-the-lean-company/#comment-1604 Nice post Jamie. I have also said one of the best technique company leaders can learn is not to de-motivate employees. I agree that motivation is not inherent in all and the methods you describe can help increase individual motivation. You certainly don't want to go backwards by de-motivating your team though. The best and easiest way to do this is honest, frequent communication. Let the employees feel ownership for the business. Don't hide anything. They can handle the truth. They always have a way of finding out indirectly any way but unforntunately that means they know half truths. If you don't inlcude your employees than how do you expect them to acitively contribute. I recently did a post on the top five reasons you want to be honest with your employees. Motivating employees is at the heart of this. http://leanjourneytruenorth.blogspot.com/2010/03/five-reasons-to-be-honest-with-your.html Nice post Jamie. I have also said one of the best technique company leaders can learn is not to de-motivate employees. I agree that motivation is not inherent in all and the methods you describe can help increase individual motivation. You certainly don’t want to go backwards by de-motivating your team though. The best and easiest way to do this is honest, frequent communication. Let the employees feel ownership for the business. Don’t hide anything. They can handle the truth. They always have a way of finding out indirectly any way but unforntunately that means they know half truths. If you don’t inlcude your employees than how do you expect them to acitively contribute.

I recently did a post on the top five reasons you want to be honest with your employees. Motivating employees is at the heart of this.

http://leanjourneytruenorth.blogspot.com/2010/03/five-reasons-to-be-honest-with-your.html

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