[originaltext] The difference between the employees’ personal potential and

The difference between the employees’ personal potential and their usual performance is what we call the Motivation Gap. There are a couple of basic reasons why employees deliver less than their potential to their work. They believe:
1. You don’t really expect their best.
2. Their extra effort isn’t appreciated or rewarded.
    Getting the employees to produce outstanding work has been regarded by many business people as some kind of great eternal mystery. We can fully express the "secret" in three words beginning with the letter R.
    1. Responsibility
    To give someone responsibility for their work the employer says to them, I trust you. It says, treats this work as a source of both pride and joy because you own it, and because you own it, you can freely invest yourself in it. When people own their work, it’s an important part of the mselves—something they want to nurture, to make the best it can be.
    Most people want to take responsibility for their work. As humans, we draw much of our personal identity from our work. Taking full responsibility for our work heightens our sense of involvement and satisfaction in our work. It encourages people to do better work. Responsibility is a motivator.
    2. Recognition
    While everyone who works for a living expects a decent paycheck in return, there is nobody who doesn’t appreciate appreciation. When they have done good work, they feel proud of themselves. And no matter how self-motivated they are, it is a good feeling when someone else notices.
    3. Reward
    Sure, the employees are financially compensated for the work they do. And the company rightfuUy expects good work from employees for its investment in their salaries. But shouldn’t exceptional work be worth a bit more?
    Compensation should be related to performance, or else it has no value beyond discouraging people from looking for another employer.