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  7. Not Rewarding Can Be Just as Bad as Rewarding The Wrong Things

Not Rewarding Can Be Just as Bad as Rewarding The Wrong Things

Utilising Rewards and Incentives to Change Employee Bahaviour

We have already seen in previous business coaching articles that providing performance incentives and rewards for achieving certain targets can be a powerful motivator for employees to raise their performance levels, which can be especially useful when there is a particular need for this such as to fulfil a major order. The reinforcing of good behaviour and working methods can make workers more likely to repeat positive behaviour and working methods in the future, hopefully from the manager's point of view without the requirement for costly incentive schemes, although employees can become reliant upon and expectant of them.


Failing to Reward Good Performance and Achievement

Keep in mind though that the failing to reward good performance can sometimes be just as harmful to the long-term performance levels of employees as rewarding the wrong things or handing out rewards that haven't truly been deserved. Whilst rewarding undeserving work will likely cause a repeat of that level of performance, not rewarding good performance that does deserve it will in all likelihood give off the impression that exceptional performance or increased effort does not really matter much to management and will not inspire the employee(s) to put in such an effort the next time they are called upon and the business requires them to go the extra mile to fulfil a target.


Managers Need to Recognise the Achievements of Everyone

Sometimes this effort will be put in by the quiet workers who do not shout about their achievement. It is all too easy for managers to overlook these people and sometimes to forget that they are there, so it is extremely important to recognise their contribution to the success of the business, department or team.



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Related Courses

Please see below for some business coaching courses and qualifications which you may be interested in:

ILM Level 7 Qualifications in Executive Coaching and Mentoring

The ILM Level 7 Qualifications in Executive Coaching and Mentoring are designed for senior leaders/managers (or those working in a training and development role) who are regularly coaching or mentoring at a senior level.

It is for those executive coaches who wish to accredit, validate or enhance their skills with an internationally-recognised executive coaching qualification.

Click Here for More Information


ILM Level 5 Qualifications in Coaching and Mentoring

Based on our extensive work and experience with leaders, both in the private and public sectors, this ILM Level 5 Coaching and Mentoring programme has been designed to develop the capability of leaders to positively impact the performance of individuals and teams.

This programme has been created to sharpen a leader's skills - enabling them to balance control, commitment and empowerment through productive conversations with individuals and teams.

Click Here for More Information


Master Coaching Diploma from the BCF Group

This course enables participants to develop their understanding of executive coaching and mentoring, to explore the underpinning psychological theories of coaching and to practise and apply their skills within a non-directive, non-judgemental framework.

At the BCF Group, we use a powerful blend of coaching concepts and practical skills-based development to support the enhancement of executive coaching and leadership mentoring skills in an organisation.

Click Here for More Information


Advanced Coaching Certificate from the BCF Group

Based on our extensive work and experience with leaders, both in the private and public sectors; this course has been designed to develop the capability of leaders to positively impact the performance of individuals and teams. We are experts at unlocking peak performance.

Coaching and mentoring improves relationships, performance and engagement. This programme has been created to sharpen a leader's skills - enabling them to balance control, commitment and empowerment through productive conversations with individuals and teams.

Click Here for More Information


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