Applying positive reinforcement
There are at least twelve key points for management to remember:
- Get to know your staff. Get to know their wants, needs, and attitudes.
- Don't expect peak performance overnight.
- Set a series of interim goals leading up to the final goal and use appropriate
small rewards as reaching each interim goal. - The goal, desired behaviour, or performance level should be clearly defined
so that the employee knows when performance is moving in the desired
direction. - The rewards should be frequent and incremental.
- A reward is often appropriate even if a goal is not achieved but is
substantially achieved. - Reinforcement schedules are crucial.
- Reinforcement may be very frequent at the outset, then diminish, and
become irregular as improvements are made.
Personal Performance Outcomes (PPO) are an excellent way of managing
and directing the training, development, and motivation of employees. - Relate positive reinforcement directly to the job performance itself.
- Seldom or never use negative reinforcement
- An undesired response can often be eliminated by not reinforcing it or by
simply reinforcing desired behaviour. - Neutral reinforcement (using silence during the teaching process) is non-
harmful but it can be an effective strategy.
Silence, if used properly, can be effective but the manager must be aware
and careful that it does not pave the way towards negative reinforcement.