Page 204 - Managing the Mobile Workforce

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▶ChApter nIne

the eight principles model

motivational tools for mobile leaders

We use a personal touch as much as we possibly can.
—McKay Christensen, president, Melaleuca 1

Do you really think that simply setting challenging goals and then
paying your workforce to achieve them is enough of a motivational
strategy for your organization over the long term? It might work in
the short term, especially in a tough economy when people are des-
perate for work, but in the long run if you just depend on a pay-for-
performance plan you’ll lose your best workers to those who can pay
just a little bit more, and you won’t get the most out of those who
remain. That is especially true in a virtual environment, where your
best employees and contractors can find work anywhere in the world.
Just think about it. What do you really want from the people you
hire? You want their most creative ideas, right? You’d like them to
be loyal, and committed to your long-term success, even in arenas
in which they aren’t directly being paid to produce. You want them
to help others in your company when those people are struggling.

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