Primed to Perform
We all go to work for the paycheck, right?
Not quite. Rewards are only one of six fundamental reasons we work, and despite their popularity in cultural transformations, they’re not even good ones. Culture is much more than rewards; it is the force that tells your people why they should work, and why they work determines how well they work. Here’s the kicker though—not all “whys” are created equal.
Is your culture inspiring work for the right reasons?
Find out in Primed to Perform, now a New York Times and Wall Street Journal bestseller!
Watch Lindsay McGregor talk about the two types of leadership that drive performance on Facebook Live.
Company culture cannot be left to chance. Leaders must understand how it drives performance, how much it's worth, and what processes within their organization affect it. Learn the answers to all of those questions.
From insurance representatives to baristas, employees across the private sector have millions of people depending on them. So why do so few of these folks who keep the world running report feeling the impact of their work?
Five adaptive companies that show that performance is driven by our motives
To be innovative, organizations must remain flexible even as things become less predictable. The lesson is no more evident than in customer service, which has gained a nightmarish reputation due to continued attempts to automate everything—including humans.
By incentivizing the wrong thing, growing companies can create more problems than they solve.
Research shows that the better our reasons for working, the better we work. And it isn't just Amazon that should take note
There is much speculation about why Volkswagen cheated on emissions testing, but the answer may be simpler than you think: employees were motivated for the wrong reasons.
It may sound silly to inquire about workplace culture when you’re thinking about making a career move, but when it comes down to it, if you work in a toxic environment, money can only go so far in keeping you happy at work.
The more people there are on a team, the greater the likelihood that not everyone will pull their weight. Learn what you can do to mitigate slacking in this exploration of the classic free rider problem