Managers reward behavior you want repeated
These basic principles of management will go far to help managers improve the productivity of their organizations. But in their urgency to get the job done, many leaders forget this principle and focus more on the penalty reward.
Back in my corporate life, my company hired a coach to come and manage our organization to help us refine our leadership skills. I'll never forget one of the techniques he used to teach this principle.
First, he is one ofSeminar attended by space. So he asked one of us a card game to hide. If I remember correctly, the card is hidden in one of the books on the shelf in the hall. The participant was then called into the room and asked to play cards to find.
Of course I have no idea where to look, and one of our data is a wake-read when you move to where the card is the secret. When he took the wrong road, the clock wassilence.
It 'was amazing. Within minutes he was in front of the library. In another minute, had the right book in his hands and turned until he found the card game. Subtotal: Maybe three minutes.
As seminar leaders tried to approach the opposite. He was a competitor out of the room and other hidden cards. Only time when the participant returned to the room, he received a stinging blow on the armlaminate with a newspaper every time you move wrong, that he was in the wrong direction.
Instead of continuing a trial and error approach as the first participant who has successfully used to find the card game participant using this freeze is the inconvenience of daily life and the humiliation he felt towards his companions to avoid. He just stopped. He tried to stop.
Lesson learned: Employees learn faster and more comfortable as a reward for managersPenalty for obtaining the desired behavior. The sound of the doorbell to reward positive behavior and the sting of the paper negative behavior is punished.
Another example is when an employee violates a business rule. It 'important to take immediate measures to be taken. If other people can see one of their employees to break the rule – and was not positive discrimination – is the same negative behavior to reward. It sends the message that he is aA few minutes late is good. Each organization must have a minimum working conditions and enforce minimum.
I work with a leader in a consulting contract, recently complained to me that he could not any of its employees to meet deadlines to achieve. However he took no action. In fact, he never once sat down and the worker was unacceptable behavior. When I questioned the woman, told me that his relationship with his manager was excellent.As it turns out that in reality has just received a couple of months earlier, and his review was very positive.
If managers want different results, should reward the behavior you want to see more. Most people want their supervisor please do not. Most people want to do a good job. Managers usually get the behavior you reward.
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