Last month, information was released on the investigation into errant sales practices at Wells Fargo, in which employees fraudulently opened bank accounts for customers without their knowledge. I think there is something useful to reflect upon here with regard to how pressure is applied on employees in order to improve individual and company performance.
Setting the right level of pressure is critical to performance; too little pressure can lead to complacency and coasting, while too much can lead to stress, poor decision making and even legal issues. Another key point is the end or purpose for which the pressure is applied, as focus on the wrong metrics or outcomes can have unintended consequences, including customer dissatisfaction and business loss. Lets look at some techniques to ensure you apply pressure to incent the right behaviors and outcomes with the right intensity.