subject: The Power of Positive Reinforcement [print this page] The Power of Positive Reinforcement The Power of Positive Reinforcement
"You suck!! But, you suck less today than you did yesterday!" Some managers would consider this positive reinforcement. In fact many companies treat their employees in this manner. This thought process by management focuses on the weak skills of an employee rather than developing the strong skills.
It has been my experience that no staff member gets up in the morning, goes to work and decides to do a lousy job. They might end up doing a lousy job on any given day or in completing any individual assignment. They might not want to come into work on a particular day and they might not necessarily like their job. But they don't think they are going to do a bad job.
Management tends to spotlight the negative side of job performance, preferring to manage by looking at numbers and pinpointing staff weaknesses. This provides the basis of the annual review process. The manager points out and acknowledges a few things the employee did well, but then turns to the negative. There really is no reason to point out the negative. The employee already knows where they have not met expectations and where they need to improve. They may just not know how to accomplish it.
When an employee's performance is not good, the manager should look in the mirror and at the tools they provide to the employee to get the job done. If an employee is struggling, lack of training and coaching should be the first areas to analyze. Do they have proper support and access to the tools they need? Are you as a manager supportive of their efforts to get the job done? Or, are you so focused on the negative and your own insecurities, you forget to support your staff.
Don't get me wrong. Everyone needs to be held accountable to goals. If goals are not met, your company can suffer. However, a pat on the back, and better yet, a mentor or manager who can demonstrate success in the job is a terrific alternative.
A few years back, I was asked to manage an office where I was told there were people who would most likely have to be replaced. I determined I would be the judge of that. What I found was that the people who"needed to be replaced" had not had great training or leadership. I worked with them every day to help them learn the skills they needed to be successful. I showed them how to do the work and how to be successful at it. By showing them how it could and should be done, they mimicked me. By so doing they learned and became successful and role models as well.
Had I taken the "normal" route I would have let them go and replaced them. Instead, I gained a sense of satisfaction of proving that my method of management works.
