Oh, well that’s easy enough – because it doesn’t work. In fact, it is counter-productive. There, that’s that done.
Wait! What? You want more? Dagnabbit, will I never get to my chores? Okay here goes…
HERE ARE THE MAIN PROBLEMS
– Performance pay creates barriers to teamwork and creativity – both absolutely essential in teaching.
– Performance pay is difficult to measure – faulty systems for judging who is/is not a good teacher are very destructive.
– Performance pay takes no account of factors outside the control of the teacher.
– Performance pay motivates employees to focus only on doing what they need to do to gain the rewards, at the expense of doing other things that would help their students, the school, and the system as a whole.
– Performance pay is a barrier to teamwork and collegiality, meaning teachers are less likely to ask for help or share best practice.
– Performance pay has a destructive effect on intrinsic motivation.
– Performance pay has negative effects on workers’ self-esteem.
In other words, it stands in the way of the very things schools need to work well.
BUT WHY DOES PP NOT MOTIVATE?
This fabulous video will explain precisely why performance pay is not a good motivator. Watch it, it’s fun as well as informative:
So there you are – people are motivated to do what they enjoy, what they know will make a difference. Performance pay is not the way to go.
WHAT WOULD WORK BETTER THAN THE CARROT AND STICK APPROACH?
What would work better is respect for and trust in the teachers, listening to them, discussing with them how schools can improve, using their expertise to make things better than they are.
In other words
– no carrot,
– no stick,
– but instead, more of a bring-a-plate pot luck dinner, where we all share our best dishes.
Like we tell our students – teamwork and co-operation are great things.