You're Rewarding the Wrong Thing

You gave them a raise. They still weren't happy.

Sometimes money is exactly what an employee needs. Sometimes they want a chance to lead, more freedom, time with you, or a simple acknowledgment that you notice their work.

If we never ask, we can keep spending money and still miss the point.

You're Rewarding the Wrong Thing helps owners and managers find out what matters to their people, turn that answer into a workable agreement, and follow through.

The complete package is $9. One payment. Three downloadable PDFs.

See the first worksheet before you buy.

Write down what you think one employee values. Then use the next tools to ask them and agree on a practical next step.

Actual workbook page: Your Guess, with six prompts and a worked example

I learned this from an employee I thought I understood.

He had worked for me for more than two years. I thought the raises meant things were good.

Then I asked whether he was happy. He told me he had expected to be a team lead by then. He wanted the chance to be responsible for the job, the people doing it, and the quality of the work.

I gave him that chance. The pride he took in it has stayed with me.

I had been answering with money. He had been waiting for responsibility.

That is the conversation I want this package to help you have.

Three useful tools. One small price.

1. Start Here: The Quick Start Guide

8 pages. About 8–10 minutes. Get the central idea, the five questions, and a practical first step. Read this before your next one-on-one. Save the longer book for when you have time.

2. You're Rewarding the Wrong Thing

The complete 74-page book. Real experiences from my businesses, suggested conversations, and examples for applying five employee value drivers: money, appreciation, connection, importance, and freedom.

We also cover clear expectations, keeping pay promises, handling performance issues privately, and giving capable people room to do good work.

3. The Practical Workbook

20 pages. 17 tools. Fillable and printable. Compare your guess with the employee's answer. Plan a useful one-on-one. Write a clear earning path. Agree on responsibility or flexibility. Record the next action and when you will review it.

Use the worksheets inside your own business. Download the workbook before filling it in, then save your completed copy.

This is for you if...

You own a business, manage a team, or lead people and want to understand them better.
You have rewarded someone generously and still felt like you missed something.
You want useful one-on-ones that lead to action.
You want to offer more freedom while keeping standards clear.

You do not have to wait for a resignation to ask what would make the job better.

Better leadership still has standards.

Fair pay, respect, and clear expectations are the starting point. Appreciation does not replace a paycheck. A title needs real responsibility. Flexibility needs an agreement.

Your freedom cannot become somebody else's problem. That rule applies to the boss, too.

The five drivers help us ask better questions. People can value several at once, and their priorities can change.

A few practical answers

Do I need to read all 74 pages before using this?
No. Start with the eight-page guide, then use the first three workbook tools with one employee.

Is this for employees looking for a raise or a new job?
This package is written for the person leading the team. Employees can find the ideas useful, but it is not a job-search guide.

What do I receive?
Three PDFs: the quick start, the full book, and the workbook. Digital downloads only. No physical shipment or subscription.

Do I need to buy coaching?
No. The package stands on its own. Calls with me are optional and sold separately.

Is this included in The Owner's Playbook?
Yes. The Owner's Playbook ($44) includes this entire package plus the other three books. If you choose that bundle, you do not need to buy this separately.

Need help opening your files?
Email chris@perch-merch.com with the email address you used at checkout.

Start with one employee you think you understand.

Write down your guess. Ask them. See what you learn.

Get the book, workbook, and quick start for $9.

You're Rewarding the Wrong Thing

You gave them a raise. They still weren't happy.

Sometimes money is exactly what an employee needs. Sometimes they want a chance to lead, more freedom, time with you, or a simple acknowledgment that you notice their work.

If we never ask, we can keep spending money and still miss the point.

You're Rewarding the Wrong Thing helps owners and managers find out what matters to their people, turn that answer into a workable agreement, and follow through.

The complete package is $9. One payment. Three downloadable PDFs.

See the first worksheet before you buy.

Write down what you think one employee values. Then use the next tools to ask them and agree on a practical next step.

I learned this from an employee I thought I understood.

He had worked for me for more than two years. I thought the raises meant things were good.

Then I asked whether he was happy. He told me he had expected to be a team lead by then. He wanted the chance to be responsible for the job, the people doing it, and the quality of the work.

I gave him that chance. The pride he took in it has stayed with me.

I had been answering with money. He had been waiting for responsibility.

That is the conversation I want this package to help you have.

Three useful tools. One small price.

1. Start Here: The Quick Start Guide

8 pages. About 8–10 minutes. Get the central idea, the five questions, and a practical first step. Read this before your next one-on-one. Save the longer book for when you have time.

2. You're Rewarding the Wrong Thing

We also cover clear expectations, keeping pay promises, handling performance issues privately, and giving capable people room to do good work.

3. The Practical Workbook

Use the worksheets inside your own business. Download the workbook before filling it in, then save your completed copy.

This is for you if...

You own a business, manage a team, or lead people and want to understand them better.
You have rewarded someone generously and still felt like you missed something.
You want useful one-on-ones that lead to action.
You want to offer more freedom while keeping standards clear.

You do not have to wait for a resignation to ask what would make the job better.

Better leadership still has standards.

Fair pay, respect, and clear expectations are the starting point. Appreciation does not replace a paycheck. A title needs real responsibility. Flexibility needs an agreement.

Your freedom cannot become somebody else's problem. That rule applies to the boss, too.

The five drivers help us ask better questions. People can value several at once, and their priorities can change.

A few practical answers

Do I need to read all 74 pages before using this?
No. Start with the eight-page guide, then use the first three workbook tools with one employee.

Is this for employees looking for a raise or a new job?
This package is written for the person leading the team. Employees can find the ideas useful, but it is not a job-search guide.

What do I receive?
Three PDFs: the quick start, the full book, and the workbook. Digital downloads only. No physical shipment or subscription.

Do I need to buy coaching?
No. The package stands on its own. Calls with me are optional and sold separately.

Need help opening your files?
Email chris@perch-merch.com with the email address you used at checkout.

Start with one employee you think you understand.

Write down your guess. Ask them. See what you learn.

Get the book, workbook, and quick start for $9.

You're Rewarding the Wrong Thing

Complete Your Playbook | Add 3 Books

You're Rewarding the Wrong Thing

Complete Your Playbook | Add 3 Books