tag:blogger.com,1999:blog-7939090324856486515.post6618704993925003854..comments2011-03-16T10:16:41.471-07:00Norhttp://www.blogger.com/profile/15123517229956303014noreply@blogger.comBlogger3125tag:blogger.com,1999:blog-7939090324856486515.post-41741957863253616222011-03-16T10:16:41.472-07:002011-03-16T10:16:41.472-07:00Hi Nor -<br><br>Your post is excellent. It does bring up an interesting conundrum, however. Making assumptions about what motivates an employee based on demographic, psychographic or other data is risky. <br><br>When I was twenty one and a single Mom, I applied for a promotion and was asked by a well-meaning boss if I wouldn&#39;t be happier (and make more money) if I got married again. This was years ago, and I was too young to come back with a stinging reply about marriage as a suitable profession (!) but the point is that one should not make assumptions about how an employee is best served based on the facts and figures. <br><br>Another tactic might be to ask them. Run a survey on the intranet about which would be a more motivating reward for reaching a key milestone - a day off with pay or the equivalent amount of money? A reserved parking space or a gym membership for a month? (As long as the options offered are real possibilities and in the same cost range for the organization.) <br><br>Just a thought. <br><br>Namaste!Norhttp://www.blogger.com/profile/15123517229956303014noreply@blogger.comtag:blogger.com,1999:blog-7939090324856486515.post-26313494966957072642009-01-23T04:05:00.000-08:002009-01-23T04:05:00.000-08:00Thank you!<BR/><BR/>However, the post was written by Linda of Strategic Market Segmentation.<BR/><BR/>You made a good points there, and I completely agree with you. But it must be noted here that the metrics highlighted here is not not absolutely on its own but works in complementary with other data and methodologies.<BR/><BR/>Again, many thanks for your visit Paula! ^^Norhttp://www.blogger.com/profile/15123517229956303014noreply@blogger.comtag:blogger.com,1999:blog-7939090324856486515.post-27674833268594619132009-01-13T13:20:00.000-08:002009-01-13T13:20:00.000-08:00Hi Nor -<BR/><BR/>Your post is excellent. It does bring up an interesting conundrum, however. Making assumptions about what motivates an employee based on demographic, psychographic or other data is risky. <BR/><BR/>When I was twenty one and a single Mom, I applied for a promotion and was asked by a well-meaning boss if I wouldn't be happier (and make more money) if I got married again. This was years ago, and I was too young to come back with a stinging reply about marriage as a suitable profession (!) but the point is that one should not make assumptions about how an employee is best served based on the facts and figures. <BR/><BR/>Another tactic might be to ask them. Run a survey on the intranet about which would be a more motivating reward for reaching a key milestone - a day off with pay or the equivalent amount of money? A reserved parking space or a gym membership for a month? (As long as the options offered are real possibilities and in the same cost range for the organization.) <BR/><BR/>Just a thought. <BR/><BR/>Namaste!Paula Williamshttp://www.blogger.com/profile/12056169342569954712noreply@blogger.com