Why it's crucial to have a balance between short-term incentives and long-term culture building
Alvin Leung
Performance Consultant who believes in people's potential and possibilities! | HR Consultant, Corporate Trainer, Leadership Coach
I've recently experienced, in most of my corporate consulting engagements, that there are senior executives who are quick to pronounce glowing praise for excellent work performance, yet always fear and disregard dealing with the interpersonal issues and feedback from underlings regarding negative behaviors. Rather, they face and resolve visible results immediately in response to complex and time-consuming problems.
More importantly, this is essential for senior management, who should understand and appreciate the process of team-building in accomplishing long-term effectiveness. Performance and results are transient in nature if they observe only the results of today and do not lay down a positive team culture and model of collaboration for building the same. This we do by observing work and continuously giving feedback on actual behavior and communication for the long-term development and collaboration of the whole team.
We should work together to devote more attention to the balance between flash and long-run success. This will stand to represent not only a recognition of work but an investment in future sustainable development.
短期激勵與長期文化建設的重要性
在我最近有不少的企業諮詢當中，我觀察到一些高階主管對於下屬的出色工作表現給予即時讚賞，但對於處理人際關係問題和下屬產生負面影響的行為卻感到畏懼及忽略。他們更傾向於關注即時可見的結果，而不是面對和解決這些複雜且耗時的問題。
特別是高階主管，更需要理解並重視長遠的團隊建設。如果只關注今天的成果，而忽略了構建積極的團隊文化和協作模式，長遠來看，團隊的業績和結果將難以持續提升。通過持續的行為反饋、觀察和溝通，我們才能建立起穩固的團隊基礎，促進每個成員的長期成長和協作。
讓我們共同努力，為短期和長期的成功平衡投入更多關注。這不僅是對當前工作的肯定，更是對未來持續發展的投資。