Structuring positive reinforcement
In business, structured reinforcement can be an extremely effective tool.
Ideally, such a system involves personal performance outcomes (PPO) that
the employee has a part in preparing.
PPO provide a framework to promote frequent mini-assessments of
progress during the measurement period.A structured positive reinforcement system encourages focused and productive
discussions on the reasons for the achievements or lack of achievement and
what help may be required to fine tune employees' performance.
We can all remember times when things we learned were speeded up or
reinforced when some kind of praise or satisfaction accompanied our learning.
The same ideas apply to the business world.
Under negative reinforcement conditions, even if some learning occurs, it is
an unpleasant experience. People then tend to withdraw from participation in
the process and build resentment towards the trainer, the manager/business
owner, or the organization.
Our role (as people managers) is to stimulate learning and job performance. We
should always be aware of the adverse effects of negative motivation.
Structured positive reinforcement is about:
Making the employee aware of the business (and division, if appropriate)
goals
Involvement of employees in the setting of goals and outcomes
Regular periods of performance assessment
Giving rewards or incentives for making progress towards achieving the goals
and outcomes