Incentivising employees to put theories into practice

“What do you think is a good incentive to help people think through theories that show evidence in practices or outcomes?” asks Dr. Ellen Weber of the Brain Based Business blog, commenting on my earlier post on talent management. From my experience (as a participant) in the talent management initiatives of some well-managed organizations, this is how I think the process can be formalized:

  • Participants in a talent development course, say a 6-sigma course, are first asked to formally note down their understanding of the subject matter, say Quality Management and 6-Sigma concepts before attending the course.
  • Before the course starts, they are to note down their expectations from the course and how they plan to translate it into results. For key courses / audiences, this could be quantified – say, in the number of hours or dollars they expect to save by using the inputs from the course.
  • At the completion of the course, participants are to again note their key learnings from the course as also any additions / changes to the benefits they can think of having completed the course.
  • These objectives can then be formally tracked at the completion of set timeframes, say 1 week, 1 month and 1 quarter from the completion of the course – how many objectives were practically achieved? Of the objectives that couldn’t be achieved, analyze the reasons for further process improvements.
  • In the annual / periodic performance appraisals, track against each performance objective how much the courses attended earlier contributed. If possible, attach dollar values to the value added attributable to the courses.

Thus you have metrics to measure the benefits derived from each course as also a ranking of the attendees who were the best at putting the theories into practice – something which can be further incentivized in the form of recognition and/or rewards.


3 thoughts on “Incentivising employees to put theories into practice

  1. I’ve been surfing on-line more than 3 hours lately, but I by no means discovered any attention-grabbing article like yours.
    It’s pretty price enough for me. In my opinion, if all site owners and bloggers made
    good content material as you did, the net can be much more helpful
    than ever before.


  2. Ellen, thanks to you for your thought-provoking question which prompted me to think through and conceptualize these steps. Yes, I agree – most training programs do not incorporate all these steps yet, although some of them do include the first 3 steps. Most of them tend to lose touch once the participant leaves the training room and gets back to the workplace.

    Thanks for the mutual learning experience… All the best to you too!


  3. Thanks for this amazing set of clear criteria that could change the problem of poor action plans that show evidence of applications of theory … following rigorous training. This rubric should be published because I think that people tend to stop their development process at points prior to the execution of the ideas back in their workplaces. Would you agree that this same metric could be stretched to evaluate 1). finances raised…2). talent engaged…3). learning approaches preferred…and 4). diversity energized…? It appears to me that this is a piece not yet part of most training programs… Do you see a wider use? Again thanks for teaching me…and all the best.

    Brain Based Business


Leave a Reply

Please log in using one of these methods to post your comment: Logo

You are commenting using your account. Log Out /  Change )

Google+ photo

You are commenting using your Google+ account. Log Out /  Change )

Twitter picture

You are commenting using your Twitter account. Log Out /  Change )

Facebook photo

You are commenting using your Facebook account. Log Out /  Change )


Connecting to %s