Victor Vroom’s Expectancy Theory implies that people change their level of effort according to the value they place on the rewards they receive from the effort and how much effort is required to achieve the reward. Useful when you are measuring productivity.

Watch the video for background information about Vroom’s Expectancy Theory, feel free to request the templates laura@thehiddenedge.co.uk. I am happy to share.

1. Consider the performance cycle and how you as an owner/manager recognises and rewards your employees.

2. Vroom’s model suggests that a value can be attributed to each of the following descriptions.  If the value for any one of the three is 0 then employees would still not be motivated, as when you multiply a number by 0 you get 0.

3. Take a job description and ask staff to rate on a scale of 0 – 5 with 0 being low and 5 being high each of their key activities in each of the three areas of expectancy.

4. You now have an objective view for discussion around performance management.  You may also find the job description needs updating!

Please do share your experiences with this model in the comments below.  I am building a portfolio of small business case studies and would love to include examples of what has worked well for you.

PS – If you need further help then give me a call on 07962 626604 to arrange a Skype session with me.

PPS – This exercise forms part of a series of workshops on Consistent Sales Success

Published by TheHiddenEdge

I love words - they communicate so much or so little depending on how you use them. Come and explore my thoughts with me in this, my learning journal. View all posts by TheHiddenEdge