It was an honor to be included in Dr. Bob Nelson’s new book “1001 Ways to Engage Employees”. I shared a case study with Dr Bob which showcased how we used the SCARF methodology to enhance a major technology company’s performance management strategy.Managing employee performance has moved from annual write ups to high touch, systematic career development. The example I shared with Dr Bob was effective for two reasons:The process was simpleThe employee was afforded a range of performance objectives to stack rank in order to help their manager better understand their motivationFailure in performance-based systems occurs when too much user input is required or when employees are forced to conform to initiatives that don’t align with their personal career goals.Behavioral Modeling starts with a menu of 5 Intrinsic Motivators:AutonomyMasteryPurposeProgressSocialWe can structure a motivation path around rewards (carrots) or certifications (sticks) but employees would rather be inspired by an element of intrigue.Application Buyers in the HCM space face a logic bending hurdle:Sun-setting legacy technology involves 12 months, 2 FTE’s and a significant loss in opportunity cost.You don’t have to overhaul legacy systems to enhance program access. There are elements of performance management than can be written on a napkin.Trust and Transparency drive Employee Engagement. Giving employees choice for career path empowers them and provides a guide for development.Revisiting the Engagement Ecosystem If you had to take 12 e-learning courses to be rewarded $50, would you do it?If the knowledge afforded in the learning path is beneficial to your career development, won’t the attainment of knowledge present applicable reward?Do you need to be paid to thank your peers?If you knew recognizing an overworked, underpaid member of your support team would put a smile of his/her face, would that not be incentive enough to encourage their effort?If you complete a project on time and under budget would you prefer a gift card or a week off?The amount of money one makes does not drive engagement, it sets expectations.Purpose-driven work that is consistently challenging is the only path to true success.1. Allow employees to chose their path to success2. Make programs easy to access and operate3. Reward fairly4. Create new challenges Originally published on Dave’s Weekly Thought blog.