The Carrot

Maybe because it’s Easter time I’m inspired to talk about The Carrot.

Yes, The Carrot, with capital letters. We all know it’s there. Many of us will say: “I won’t bite it!” Well, I’m afraid to say we all do one way or another. Clever organisations will understand the power of a good placed carrot. But it’s also valid for employees alike, good employees will recognise the existence of The Carrot and try to make the best use of it.

But how does The Carrot actually works? From a company perspective, it represents a great tool to drive employees of making more effort to achieve better results, typically it’s used under the shape of a salary increase and/or a promotion.

“If you continue with a good performance, we’ll recommend you for promotion next year.”

“John was doing the same role as you are now, and look at him, now he’s a manager.”

 

And then you may question: is this correct from a company perspective? Absolutely, as long as the carrot is not only a mirage that never comes. The power of the Carrot will dilute away if the employees stop believing in it. The Carrot needs to feel reachable. And if you think about it, there are many Carrots, little things we throw at ourselves to try to run the extra mile.

When I was flying every week, my mini Carrot was the flight back. Every Monday I would think short term and think about how I would feel relaxed as soon as I would go back home. If someone would have told me that I would fly every week for almost 3 years in a row I would have given up, but because it was a bit at a time and I managed to find my own carrots along the way I kept on going.

It can also be because you really want to achieve something, either be the employee of the month, publish an article in a well-know magazine in your field of expertise. It can really be anything as long as it works.

Though the Carrot can also be dangerous if not used properly.

The Company assumes everyone bites the same carrots: typically money & promotion. If the company fails to recognise there’s more Carrots out there such as more regular recognition, it will soon start to lose employees. Big companies nowadays are becoming clever with their Carrots. Some encourage all line managers from all different levels to give mini-awards to employees. Either recognise them in the next team meeting, in the next newsletter or even giving them recognition points that can be traded by vouchers in stores or some items.

Still I find that more could be done in this field. It’s possible that some employees don’t want a career, that some are actually happy being experts in their field, but still they want to feel recognised, valued and listened. The employee will stop caring as soon as he feels there’s no carrot he can eat. If he’s advise is not taken into consideration, if the improvements he provides are never implemented he will lose interest and potentially go away.

Also, a dangerous mistake is to throw a prospect of reaching something that never comes. I had friends who were promised a salary increase for years! Yes, years! Obviously they don’t believe in it anymore. If they don’t have other things which they value, if they don’t feel fulfilled, it’s very easy to go back to the market and find a better opportunity.

Hence a company that knows how to use Carrots in different formats and shapes that will suit different styles of employees is likely to me more successful and retain them, but this company needs to be prepared to give the carrot away if the employee deserved it. It can even be just by trying to listen to what the employees have to say. Most of the times if you ask them they’ll reply! I would say it’s better to be proactive and try to ask rather than wait for them to tell you when it’s too late.

But how can the employees use the carrots on their behalf? Well knowing the company is likely to want more commitment and productivity, the employee can also ask for their own carrots:

“I’m trying to get ready for promotion next year therefore I believe this role would help me get there. I’m willing to put a lot of effort on it”

“I’m actually an expert in this area therefore I would love to use my knowledge to develop on this role.”

You know what? Be creative and don’t be afraid of trying to throw Carrots at your line-managers as well. Many times they don’t even know how to motivate people (well, they have to in order to be good leaders, but it’s hard to find what motivates each of us). You are the owner of your own career, especially these days. So if you want to do something just ask and tell your line-manager what he will achieve if he gives you your Carrot.

Enjoy your Carrots!