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- 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.