I am trying to capture here a very common phenomenon that we see in most of the organizations where the work process creates highly charged stress-levels due to the nature of processes.
I am using an actual example from an organization that was shared with me recently.
I am using an actual example from an organization that was shared with me recently.
There was an evident mistake made by a manager that had negative effect on the client. The leader of the organization whose primary focus is in Customer Satisfaction beyond anything else, charged the manager and all the others directly or indirectly responsible for the shortfall, sending shivers and chills in the ears of those accused and the others who were ‘around’ as silent listeners. The leader naturally has built this organization on his sweat, and therefore naturally uses all ammunitions to make a correction in place.
But from the screaming in the public corridor where all those who are not involved too are listening to the content, how is it benefiting the process in general and organizational growth in particular? What is the result of this action?
On the outset, the manage
r who was directly responsible for the mistake received the shower from his leader, and he realized his mistake and commits himself not to repeat that mistake. However, how would this have affected his credibility among the other staff on whom he may have to go tomorrow and give instructions to avoid some other mistakes?
Also, the other director and senior managers who too were recepients of the leader’s anger and frustration of the mistake that happened, too had to silently and defenselessly listen to the outburst. Though the staff may not pronounce their thoughts they carry inside them for the director or the senior managers, how would this outburst have affected the credibility of these seniors in the organization.
In general, if any of these people will raise tomorrow an issue or highlight a mistake to their staff, the initial reaction in their mind would be “hei, didn’t you get a shower the other day for making an even bigger mistake?”
WHAT IS THE BEST WAY TO DEAL WITH SUCH SITUATIONS?
PIP PIP is the mantra.
Punish in Private. Praise in Public.
What are the advantages of PIP: PUNISH IN PRIVATE?
But from the screaming in the public corridor where all those who are not involved too are listening to the content, how is it benefiting the process in general and organizational growth in particular? What is the result of this action?
On the outset, the manage
r who was directly responsible for the mistake received the shower from his leader, and he realized his mistake and commits himself not to repeat that mistake. However, how would this have affected his credibility among the other staff on whom he may have to go tomorrow and give instructions to avoid some other mistakes?Also, the other director and senior managers who too were recepients of the leader’s anger and frustration of the mistake that happened, too had to silently and defenselessly listen to the outburst. Though the staff may not pronounce their thoughts they carry inside them for the director or the senior managers, how would this outburst have affected the credibility of these seniors in the organization.
In general, if any of these people will raise tomorrow an issue or highlight a mistake to their staff, the initial reaction in their mind would be “hei, didn’t you get a shower the other day for making an even bigger mistake?”
WHAT IS THE BEST WAY TO DEAL WITH SUCH SITUATIONS?
PIP PIP is the mantra.
Punish in Private. Praise in Public.
What are the advantages of PIP: PUNISH IN PRIVATE?
Naturally, you could vent all your anger about the situation in your own style, and make the person understand his mistake with no room for chance. He is sure to correct the mistake, yet, when he come out of the chamber, he comes out as the person who has learned from a mistake but still keeps the credibility among the staff who he have continue to manage and lead. He maintains his position on the ground, and at the same time, feels naked and chill while in the room of his boss. Objective met. Shortfalls streamlined. Punishing in Public will cause more damage in long run in terms of working environment, staff’s ability to be open and participative in organization’s growth, and the danger of staff being over cautious and task-oriented in fear of making any mistakes and be subject to public-punishment. Moreover, it is a stress-escalator for the leader, that effects his health in long run comparing to the short-victories in short-term.
What are the advantages of PIP: PRAISE IN PUBLIC?
What are the advantages of PIP: PRAISE IN PUBLIC?
There are three reasons. Self Esteem, Reinforcement of job well done and Improvement in Peer performance. Firstly, every one in an organization want to feed their ego, or what you call the self-esteem. Any opportunity they get to reinforce their self – esteem, that is worth more than currency and other rewards. PRAISE IN PUBLIC is that.. the recognition that is sought by every one to increase their self esteem. A praise in public will do just that. Increase the self esteem of the person who’s been praised. Secondly, the praise will naturally be for a job well done. If being specific in highlight the ‘goodness’ of the job well done, this person will continue to do that job in same manner or even better, because he realizes now that he is good at doing it. What would you do when someone tells you that the shirt you are wearing is great. If you are normal, you will have the tendency to look for that shirt more often in the mornings than any other shirts... because you realized from the recognition received that it is a good one. Praising in Public is a way of reinforcing good habits. Thirdly, the others who are listening to the praise will begin to think of ways to beat this achievement and have a better one so that next is his chance.
How would you know if you are good at PIP-PIP with people and if you are in the bandwagon of those wonderful leaders?
What steps can you take from now and through out the week, that if you will implement, will make it your habit and therefore a great leader, by practicing PIP PIP?
The answer is not necessarily what you say; it's as simple as what you do...!
