In every organization there are individuals that just want to do their job.  They serve the organization by coming to work, putting their head down and following their leadership.

These employees are most likely to be engaged by formal systems, especially measurement and rewards.  Employees in this category thrive on keeping their head down and grinding it out.  Thus, productivity measurements and metrics that can be tied directly to results will be most effective.

We have put into place daily production goals for many manufacturing positions.  These goals are graded into segments and these segments tie directly to wage ranges that are used during performance reviews.  This is a clear system of expectations, results and rewards.

Similarly, each month I meet with all employees, one department at a time.  During this conversation, we cover key company performance metrics and discuss the linkage between metric results and profitability.  Profitability ties directly to our success sharing bonus program.