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THE SECRET REWARDS: How To Improve Your Company’s Performance Levels by Pushing Your Employees To The Next Level

If you are a true entrepreneur then searching for new ways to improve your company’s performance should be a must for you, because that’s how you get ahead of your competitors, by having a company at full power. And in order to have that, you need a more loyal and a more stronger team. And this is directly connected to how committed and how well prepared your staff really is, both professionally and personally. What you must know is that tweaking your employees’ personality is just as important as improving their professional skills.

Because improving your business can involve a key element you can implement yourself or, several strategies that involves your team.

So this is a strategy for those who employs people and want to get the best out of their team, therefore making your own business better and stronger. I’ll teach you how to get the best of their creativity, the best of their willpower and the best of their intelligence.

The very best of their overall performance possible.
So let’s talk about that. Let’s talk about how to improve your company’s performance and make your employees more engaged, more loyal and more effective when they are working for you.

Meet one special strategy: THE SECRET POLICIES.
I’ll explain it below. So let’s start.

#1. THE SECRET TREASURE — REWARD EMPLOYEES FINANCIALLY OR WITH “DAY OFFS” EVERY TIME THEY DO SOMETHING DIFFERENT
Every single person in this world has limits. Personal boundaries. Things that are just not possible to accomplish due to mental barriers. And this is where you should start hitting strong: The limiting beliefs.

How does it work?
Is simple.

Make a secret policy of giving a financial reward (or some day offs) for every person that comes out of the closet (and no, not in the gay sense of the term) regarding their own limitations. For example, if someone that is working for you has a mental barrier that he can’t cross, like going out on the street door-to-door to present your company’s business for instance, then GIVE THEM MONEY OR A LONGER VACATION the first 3 times they do it.

Why?
Because this will PUSH your team to the edge by making the idea of breaking any personal limitations more interesting. That way, you’ll get the MOST out of your team without doing too much effort because they will make your company more profitable by their own hands, just by pushing themselves. Also, all of your employees will feel like they are not just working, but living very well thanks to the progress they’re making.

It’s literally a win-win situation.

Your company will be seen not just as a job by your employees anymore but also as a SCHOOL OF LIFE as well. And a place where the company rewards you just to push your personal boundaries is a nice place to be on and a SERIOUS threat to all other companies, for sure.

But let me make you see the picture here.

You must imagine this policy implemented so you can have a team like this working for you:
Sales? No problem. Even the programmers can do it.
Cold calls? No problem. Even the receptionist can do it.
Strategic thinking? No problem. The operational guys can also contribute with great strategies as well.

Get it? Everybody will be pushed to do uncomfortable things because killing your comfort zone is the key to massive success. The point here is to fight this line of thought:

“IF YOU WERE BORN TO DO SOMETHING, THEN THAT’S ALL YOU SHOULD DO”

We all learned this rule, right?
But this is not the right way of thinking if you intend to use all of a person’s power.
You must use what you were born with (talents and gifts) and also push to master NEW skills by effort alone. That’s how you REALLY make yourself great.

And to do that, you need a recipe.

First, you need one key factor: MOTIVATION.
Second, you need another key factor: VARIETY.
And last but not least, you need one more key factor: PROGRESS.

You need all 3.
Because all these 3 factors are necessary to MAINTAIN a person driven towards a goal in life. And that’s why secret rewards that push people to their limits, works. And very well.

For example, imagine for a second that you can’t sell because you’re shy.
Now imagine you are going to work EVERY DAY in a place where if you push your limits and try to overcome shyness by trying to sell something, you’ll also be financially rewarded just because you have tried to beat that limitation.

Now think.
Will that employee feel motivated? Absolutely.
Will that employee have a good dose of variety in his life? Definitely.
And will that employee feel like he is having progress in his life? For sure he will.

Done. The magic formula is finished.
Because every single person will KNOW that his work can be an adventure if he desires, he’ll just have to take action and start doing something different than usual, something that he needs to learn how to do it or something that demands overcoming a weak mindset in his mind to do it.

And the best part is this: He will be REWARDED for it.
That’s HOW you REALLY boost your company’s performance!

Because everybody will have the motivation to make themselves BETTER, forcing them to take action to help their own cause and at the same time, you’ll be incredibly benefited by this because you’ll build a more powerful team. A team that is constantly trying to BREAK their own limits.

And that’s powerful.

BUT you must also make employees pursue the development of your company, not only the development of their own identity because otherwise, this will build a selfish environment where your employees are more important than your own company, making this work AGAINST you. But I’ll approach this point in the rules section of this article.

OK. Now, to make this REALLY GOOD you must remember one thing:

YOU NEED TO MAKE THE POLICY A SECRET. THIS NEEDS TO BE A TREASURE HUNT THAT YOUR EMPLOYEES MUST DISCOVER BY THEMSELVES

Why make it a secret?
Because that will unlock ANOTHER especial side of this strategy.

#2. THE HUNT FOR ALL SECRET REWARDS — FORCING WORKERS TO PURSUE OTHER SECRET POLICIES
If people discovered the 1st policy, this will result in the following:

THEY WILL START ASKING THEMSELVES WHAT OTHER SECRET POLICIES ALSO EXIST

That’s a natural response because people are curious by nature.
And this will force employees to get more interested on your company’s culture. This will instantly force them to search for all the other rewards whilst they “level up themselves” and your company in the process.

They will start asking in their own heads:

“What courageous action do I need to take to unlock another reward?”
“What other mental barriers do I need to break to get a reward?”
“Which points would help both the company as myself?”

This will make everybody feel like they’re playing a “treasure hunt” game where the available clues are only 2 things:

  • #1. Find a way to make the company better;
  • #2. Discover how you can make yourself better;

The 1st idea will directly boost your business whilst the 2nd idea will indirectly boost your business. Why? Because we all know that by upgrading your manpower you will also make your company much much stronger. That’s pure logic.

#3. THE LEADERSHIP MINDSET — THE EMPLOYEES ARE ALL RESPONSIBLE FOR THEIR OWN WORK AND FOR THEIR HUNT FOR SECRET REWARDS
When implementing this, relief the pressure from your shoulders and make something very clear: They are all responsible for their own time management. Why you must do this? Because this is the only way employees will feel like they’re experiencing true solid progress. That’s human nature. If a person feels like is managing everything, the growth is bigger, which is what you want for your company in the end.

That’s why you must specify that every person on your team is responsible for the amount of time they spend working, as well of the time they spend searching for those “hidden treasures”. A leadership mentality must be a rule here, not an exception.

This will make them understand that (at least at an individual level) leadership is a MUST in order to get the most out of your company and to be able to stay working for you too. Because only by doing this, everybody can rest peacefully.

You need to make them realize they SHOULD keep searching for those secret rewards but at the same time, they should also be responsible for their own work. They should control and manage everything, which in the end means in simple terms, the following:

“HEY, YOU ARE RESPONSIBLE FOR YOUR OWN TIME HERE IN THIS COMPANY. YOU HAVE TIME TO WORK AND TIME TO PURSUE YOUR OWN PERSONAL DEVELOPMENT HERE.”

That way you’ll create leaders. Really powerful leaders. Leaders who might not lead a crowd, but who will, at least, be able to lead their own life by doing their very best to succeed.

And this, will, in the end, make all your employees understand the meaning of FREEDOM inside a company, which will benefit everybody. Your company and your team. A true win-win situation.

Now, there are some rules for this to work.
Which I’ll show you right now.

THE RULES TO MAKE THE SECRET POLICIES WORK
Alright. This all seems very great but is it possible to implement it in the real world that we’re currently living on? Ca secret policies that reward employees actually WORK? Even with all the laws that exist to oppress companies, limiting company’s actions?

Yes, it is possible.
Most of the countries have no laws that prohibit enterprises of rewarding their own staff. We all know that if a boss wants to give a person a raise, he can. Because is part of his authority to punish or to reward people whenever he likes. There is though, the need of putting everything on paper for the government so you don’t end up doing any form of tax evasion.

Alright.
But let’s talk about the main rules for this strategy.
Here’s what you need to know:
PS: you can increment this if you like

  • RULE #1: Any employee can only start pursuing a secret reward after having at least 3 months of company time.
  • RULE #2: If an employee takes any form of action to breakthrough his own personal limitations, improving himself by doing something good that he doesn’t usually do, he’ll get a secret reward.”
  • RULE #3: If an employee is proactive, taking any form of action that helps the company grow, a secret reward will be given to that employee IF a positive and solid result came out of it.”
  • RULE #4: A secret reward can be a longer vacation or a money prize. And the amount of additional days can’t exceed 30 days.
  • RULE #5: Every position will have standard secret challenges and rewards. But this is just for those challenges that involve helping the company. The challenges that involve beating personal limitations will not be standard, since it needs to be based on the employee’s personality.
  • RULE #6: No secret reward can be conquered more than 3 times by the same employee. After a challenge was beaten 3 times, the employee can’t get another reward if he beat the same challenge again.
  • RULE #7: An employee must always follow the 2-to-1 rule. This means that he can only pursue 2 personal limitation rewards followed by 1 helping the company reward, or vice-versa. Employees can’t conquer 3 rewards of the same type in a row. They must diversify.
  • RULE #8: Whenever a secret reward is conquered by an employee, all the percentages of the prizes are changed without telling any employee the new percentages’ values.

This is the basics for this to work inside a company.
Now I’ll explain the reason behind every rule.
Pay attention here.


RULE #1 — The goal is to acknowledge all personal limitations of a new employee. Usually, after 3 months inside a company, you can most of the times tell which are the weak spots and the strong parts of a certain person. This will make it possible to build more fair personal challenges for every single person inside your company.

RULE #2 — Pretty obvious rule. For example, if someone is shy and can’t sell and really tries to sell, he’ll be rewarded. This will need to be acknowledged by a supervisor though, since it is more subjective.

RULE #3 — If an employee did something that actually made a difference, generating positive, solid and measurable results then he’ll get rewarded as well.

RULE #4 — This just states the rewards of the secret policies explicitly.

RULE #5 — The “helping company” rewards must have a pattern so it can be a fair game for all people who are working in the same position. For instance, an executive obviously must have a different challenge than a help desk operator, in order for this to work. But the personal limitation challenges must be built accordingly with the employee’s personality because you can have a shy executive and a extroverted one working for you.

RULE #6 — Beating a challenge more than 3 times should not reward the employee anymore. This rule implies that if a person has beaten a challenge 3 times, it means that it isn’t a challenge for her anymore.

RULE #7 — The alternation of reward types (2-to-1) makes an employee focus both on himself as on the company as well. This prevents an employee to abuse the company’s good policy, by focusing only on developing himself and not helping the company after some personal progress was made. Selfishness is banned this way indirectly.

RULE #8 — This one must be told to everybody. This rule is important to prevent old employees to talk about the secret policies with the new employees. The secret here is making the bosses have some control over the rewards and make them smaller whenever they realize a secret policy was revealed by someone, or greater whenever they see nobody is telling anything to anyone. Because by making employees know this rule, they’ll prefer to keep their mouth shut since this will only benefit themselves.

Makes more sense now?
This will make sure your company will keep improving its performance. Once your team starts to build this “evolution-based” mindset, you’ll see the benefits very quickly. Also, to make this even better it is a healthy practice to change the challenges whenever possible, because it will bring more diversity and at the same time it will help you check if people are talking about what they shouldn’t.

THE FINAL POINT
Nowadays, a company must ALWAYS think on their own team to get ahead in the market. Always. Because it is the people who make the company great, not the bosses or the CEO alone. Think of a company as a football team. If you have the right people working for you and giving their best, then you’ll get powerful results.

There’s no other possible outcome.

And here’s a warning.
Remember that you should always NOT CARE about money or losing part of your team. Forget about that. Rip off this idea of your mind because the benefits your company will provide by implementing this, will surely surpass almost ANY offer other companies can make since this is not a very common thing to see on the market today.

Just have the mindset that you’re not just building a different company, you’re now building a LEGACY.
This will tranquilize your weak thoughts. And this will make you lead everybody better too.

Hope I’ve helped my friend.
And if you want to share something, please do.

Take care.

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