Law 33 — Thumbscrew: ដឹងអ្វីជំរុញម្នាក់ៗ (ប្រាក់/សិក្សា/កិត្តិយស/សុវត្ថិភាព)

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Law 33 — Thumbscrew: ដឹងអ្វីជំរុញម្នាក់ៗ_ from Team Leadership with The 48 Laws of Power

Find the personal “pressure point” — the core motivator that drives each person (Money, Learning, Honor/Status, Safety/Stability). Use it ethically to align goals, win buy-in, and remove blockers.

🧭 Leadership 🧱 Construction Team 🎯 Motivation ✅ SOP / Checklist

🔑 Core Idea — ខ្សែដៃដែលចុចហើយដំណើរការ

English: Every person has a primary driver. When you understand it, you can frame tasks, rewards, and feedback in a way that lands. That’s the “thumbscrew.”

Khmer: មនុស្សម្នាក់ៗមាន “ឧបាទានជំរុញ” ដើម។ ពេលយើងយល់អំពីវា អាចប្ដូររបៀបនិយាយ ការផ្តល់រង្វាន់ និងមតិកែលម្អឲ្យត្រូវចិត្ត។ វានោះហៅថា “thumbscrew.”

Ethics: Use this to align and support people — not to manipulate or humiliate.

🎯 Motivator Matrix — Money | Learning | Honor/Status | Safety

Mark a primary (⭐), secondary (•), and avoider (×) for each teammate. Revisit monthly.

💵 Money (ប្រាក់)

  • Prefers clear bonuses, OT rates, performance-linked pay.
  • Responds to cost-saving challenges and visible reward ladders.

📚 Learning (សិក្សា)

  • Loves training, new tools, mentoring, certifications.
  • Responds to stretch tasks with coaching.

🏅 Honor/Status (កិត្តិយស)

  • Values public praise, title clarity, flagship tasks.
  • Responds to recognition, spotlight roles.

🛡️ Safety/Stability (សុវត្ថិភាព)

  • Prefers predictable schedules, written SOPs, steady pay.
  • Responds to risk-reduction and clear guardrails.
Cheat Sheet:
  • Money → talk in numbers, show bonus path.
  • Learning → show skills ladder + training slot.
  • Honor → give stage & credit, define title/ownership.
  • Safety → give SOP, checklist, stable plan.

🧭 Quick Scorecard (example)

Teammate💵📚🏅🛡️Notes
Ly⭐•×•Bonus ladder + weekend OT
Sok•⭐•×Assign BIM course + mentor
Nitaו⭐•Lead QA, public recognition

🗣️ Discovery Scripts — ស្នើសុំឲ្យនិយាយច្បាស់ពីអ្វីជំរុញ

1) One-on-One (5 minutes)

  • “When work feels worth it to you, what usually happened?”
  • “If I could improve one thing (pay path, training, recognition, safety), which matters most right now?”
  • “In 3 months, what would make you proud to tell your family?”

2) Site Daily Huddle (30 seconds each)

  • “Share one thing that would make today feel successful for you.”
  • “Pick: 💵 📚 🏅 🛡️ — which is today’s priority?”

3) Evidence Probes

  • Notice which rewards they mention first (pay vs. praise vs. learning vs. predictability).
  • Track which tasks they volunteer for (new skills vs. visible roles vs. steady routines).

🏗️ Apply on a GC Site — អនុវត្តលើតំបន់សំណង់

Task Framing

  • Money-driven: “This rebar re-layout saves 6% steel. Hit target → bonus tier unlocked.”
  • Learning-driven: “You’ll lead the new laser level SOP; I’ll coach and certify you.”
  • Honor-driven: “You present QA findings at Friday demo — full credit on the board.”
  • Safety-driven: “Here’s the risk map + checklist; your role keeps everyone safe.”

Reward Design

  • 💵 Tiered bonus board (transparent, dated, signed).
  • 📚 Paid training hours + badge wall.
  • 🏅 “Win of the Week” shout-outs + name on site board.
  • 🛡️ Stable roster, predictable OT, clear SOP packets.

✅ Do / ❌ Don’t

Do

  • Ask, observe, and log motivators; revisit monthly.
  • Customize feedback to the driver (numbers, learning, credit, safety).
  • Make reward paths visible and fair.

Don’t

  • Coerce or embarrass — that destroys trust.
  • Assume money is always #1; many value pride or stability.
  • Promise rewards you can’t deliver.

📆 Weekly Routine — SOP/Checklist

  1. Monday: 10-minute motivator scan (any changes?).
  2. Daily Huddle: each person picks 💵 📚 🏅 🛡️ for the day.
  3. Wednesday: 1× 5-min 1:1 (rotate team) → update scorecard.
  4. Friday: Post wins board (money saved, skills earned, honors, safety streaks).
  5. Monthly: Refresh bonus tiers / training slots / recognition plan.

🚩 Red Flags — អ្វីដែលគួរប្រុងប្រយ័ត្ន

  • Mixed signals: they say “learning” but only light up for OT → test with small learning reward vs small cash bonus.
  • Silent disengagement: no pick in huddle → schedule private 1:1, start with safety & stability questions.
  • Public pressure backfires: honor-driven praise is good; safety-driven may hate spotlight.
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