Leading With The Carrot: Positive Reinforcement in the Workplace

Your boss is a complete ass. You feel resentful because they seem to always have a snide remark or outright criticism when you do something they don't like, but never seem to recognize anything you do well. When you find yourself in this situation, you're probably a lot less likely to put your all into your job--if you even decide to remain at that company.

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Many managers may be faced with an "unexplained" lack of morale in their department or agency. If this describes you, it could be that you're leading with negative feedback instead of positive. While it is often a lot easier to criticize someone than it is to praise them, studies have shown that praise is a much more powerful source of influence. 

If you're stuck trying to think of ways to flip the morale switch for your employees, here are a few possibilities. 

With Money

Money talks. Loudly. If your agency has, or can get, the funds to do so, pay raises, bonuses, and incentive checks are always fantastic ways to let an employee know that you appreciate their hard work. If you don't have access to cash, gift cards can work the same way. If you know an employee enjoys Bojangles, get them a gift card for that restaurant. If you know a particular employee has a notably long commute to work each day, get them a gift card to a gas station. If an employee recently had a child, get them a gift card to Babies "R" Us. Be creative and clear. Don't just leave the card in their mailbox or on their desk. Leave a note that tells them why they're receiving it: Great sales, perfect customer service record, working multiple double-shifts during a staff shortage, etc. If you want to really make them feel appreciated, deliver the gift in person and tell them directly what it is that they did well. 

With Time

Time is something you can't actually ever get back, but giving someone their time back in a quantitative sense helps show them that the extra work they do for the company is being appreciated. For instance, if staff normally works from 9:00 a.m. until 5:00 p.m. 5 days a week, and an employee has come in 2 hours early to help finish and submit a quarterly report, letting that employee take an extra long lunch, or allowing them to leave 2 hours early at the end of the work week, would be great ways to say "thank you." If possible, maybe your agency could offer more time off to employees by way of personal days or vacation days. 

With Attention

As with hand-delivering any monetary incentive, just giving employees basic attention and recognition for their efforts can be huge motivators. Recognition could come in the form of a round of applause during a staff meeting, a physical pat on the back at the employee's desk, or even printing out and framing a paper certificate outlining the employee's achievements. When giving someone recognition, be careful not to upset them based on their personality style. For instance, a more reserved, shy person might feel embarrassed and uncomfortable when being pointed out in front of the entire staff, even though it is for a positive reason. This person may appreciate a quick voicing of your appreciation as you walk by their desk. On the other end of the spectrum are the more outgoing, socially-oriented individuals. If you were to simply leave a framed certificate of appreciation on their desk, they may feel cheated, as though you don't really care about their achievements because you didn't bring it to anyone else's attention. These people would bask in public appreciation at a staff or board meeting. 

No matter how you choose to show your employees appreciation, understand that these methods can help increase morale and a positive milieu in your agency. When people believe that they are making a difference, even if only to their supervisor, they're more likely to work harder to get the next token of thanks from you.