In the past decade or so, "What's In It For Me" (WIIFM) acquired its name, and became a dominant tactic of persuasion and motivation in organizations. The underlying idea is that people are best motivated by self-interest. Many believe that whatever we're trying to accomplish organizationally, people are most cooperative when they clearly understand the direct personal benefits that result from compliance or cooperation.
But there's much more to human motivation than WIIFM. We as humans also care about the well being of others, and of the groups we belong to. In part, that's why parents shield their children from danger with their own bodies, why soldiers willingly die for their countries, and why firemen who don't even know us run into burning buildings to save our lives.
Yet in business we now rely on WIIFMs to motivate people for reorganizations, layoffs, downsizing, benefits reductions, office moves and most of the other difficult changes we make in the workplace. This is dangerous, because excessive reliance on WIIFMs can be toxic to an organization.
- WIIFMs send a not-so-hidden message
- Using WIIFM tactics helps to create or sustain a culture of WIIFM. When we give too much emphasis to WIIFM (and it doesn't take much) we send a secondary not-so-hidden message that acting in one's own self-interest is always acceptable, which implicitly endorses many other behaviors that damage the organization. A WIIFM culture is at a great competitive disadvantage compared with one in which employees are motivated not only by WIIFM, but also by a desire to advance the group.
- WIIFMs create questions about the persuader
- Persuaders who overuse the WIIFM tactic encourage employees to ask the WIIFM question about the persuader. Since in most organizational cultures, behavior that enhances the greater good without reference to direct personal gain is more prized than WIIFM behavior, encouraging people to examine the persuader's personal motives undermines the persuader's authority and stature. If the belief in personal advantage is strong enough, people can come to doubt the persuader's motives even in the absence of evidence of personal gain.
- WIIFM cultural patterns are self-perpetuating
- Once a culture becomes There's much more
to human motivation
than WIIFMWIIFM-oriented, employees interpret management's attempts to change anything in terms of leaders' WIIFMs. We call this "cynicism" when it happens, and it makes changing a WIIFM culture very difficult.
WIIFM tactics do work in the short term. In cultures that acknowledge the value of more selfless motives, employees aren't yet accustomed to questioning the motives of the persuader. But with each use of WIIFM, persuaders re-enforce the WIIFM orientation of the employees, raising the minimum threshold of personal gain required to motivate employees in the future.
A safer approach emphasizes WIIFU — "What's In It For Us." All three elements of our lives — Self, Other, and Group — matter to us all. By giving balanced consideration to all three, leaders can motivate employees to take necessary action in a healthier way. Beware, though — WIIFM leaders create WIIFM cultures. Leaders can use WIIFU only if they live WIIFU. Top Next Issue
Is your organization embroiled in Change? Are you managing a change effort that faces rampant cynicism, passive non-cooperation, or maybe even outright revolt? Read 101 Tips for Managing Change to learn how to survive, how to plan and how to execute change efforts to inspire real, passionate support. Order Now!
For more on achieving and inspiring goals, see "Corrales Mentales," Point Lookout for July 4, 2001; "Commitment Makes It Easier," Point Lookout for October 16, 2002; "Give It Your All," Point Lookout for May 19, 2004; "Knowing Where You're Going," Point Lookout for April 20, 2005; "Workplace Myths: Motivating People," Point Lookout for July 19, 2006; "Astonishing Successes," Point Lookout for January 31, 2007; and "Achieving Goals: Inspiring Passion and Action," Point Lookout for February 14, 2007.
- Jim Batterson
- Chinese culture, especially under Mao, placed strong emphasis on a value celebrating those people who acted selflessly, heroically sacrificing themselves for the common good. The posters, movies, songs, and stories from this era are international cult collector's items and have a "camp" appeal outside of China. Many are laughable in the extreme examples they portray.
- Within China selflessness is still emphasized in the schools, but within adult society there is a growing class of (relatively) very rich people who have corruptly leveraged their position within the party to their own benefit. These people are hated, envied, and admired, as you might expect.
- A more deeply embedded characteristic of Chinese culture is the concept of Guanxi. Guanxi is like an informal accounting system of favors done for people. In 1994-1995, Xucheng lived at my house, all meals, soap, toothpaste, toilet paper, everything, for absolutely free while he was an exchange teacher at a local elementary school for the school year. (He was the tenth Chinese man who lived with us.) When I visited his school (he is headmaster) I taught for free, and the mere presence of a foreign teacher enhanced his prestige within the community.
- But Xucheng is also the kind of fellow who is constantly doing favors for other people and is able to call upon them when he needs a favor. When we needed transportation and the school car was not available, he made a phone call and presto; we rode around all day in a police car! When I needed a doctor in Lipu, one showed up at my room, no charge. But most impressive of all, when I was 500 miles away in the city of Kunming and sick as a dog, within an hour after Xucheng found out about it an English-speaking doctor showed up at my hotel room with the medicine I needed. Believe me, if you were sick in a hotel in Saint Louis, I could not arrange that for you in a month of Sundays.
- There was a discussion on Jerry Weinberg's SHAPE Forum recently about how to say no when people ask you for favors — asking you to do work for them for free. I think we could learn something from the Chinese about how to say yes. I believe in Karma.
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More articles on Organizational Change:
- Workplace Taboos and Change
- In the workplace, some things can't be discussed — they are taboo. When we're aware of taboos,
we can choose when to obey them, and when to be more flexible. When we're unaware of them, they can
limit our ability to change.
- The Ties that Bind
- Changing anything in an organization reveals how it's connected to its people, to its processes, to
its facilities, and to the overall context. Usually, these connections reach out much further into the
organization than we imagine.
- Kinds of Organizational Authority: the Informal
- Understanding Power, Authority, and Influence depends on familiarity with the kinds of authority found
in organizations. Here's Part II of a little catalog of authority, emphasizing informal authority.
- Reactance and Micromanagement
- When we feel that our freedom at work is threatened, we sometimes experience urges to do what is forbidden,
or to not do what is required. This phenomenon — called reactance — might explain
some of the dynamics of micromanagement.
- Deciding to Change: Trusting
- When organizations change by choice, people who are included in the decision process understand the
issues. Whether they agree with the decision or not, they participate in the decision in some way. But
not everyone is included in the process. What about those who are excluded?
Forthcoming issues of Point Lookout
- Coming January 22: Disjoint Awareness: Bias
- Some cognitive biases can cause people in collaborations to have inaccurate understandings of what each other is doing. Confirmation bias and self-serving bias are two examples of cognitive biases that can contribute to disjoint awareness in some situations. Available here and by RSS on January 22.
- And on January 29: Higher-Velocity Problem Definition
- Typical approaches to shortening time-to-market for new products usually involve accelerating problem solving. Accelerating problem definition can also help. Available here and by RSS on January 29.
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- The Power Affect: How We Express Our Personal Power
Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.
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