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The Power of Positive Reinforcement

Much has been written about positive reinforcement as a psychology for changing performance. It is a technique used in both animal training and child development that has now been proven so effective for use as part of human resource management in a business tool. As a business manager, how can one implement and monitor positive reinforcement?

First understand that everyone enjoys being recognized for a job well done. Just pointing out when someone is doing something wrong and never acknowledging what was done right can lead to negative results. Employees who are given praise for doing things right or for making progress in improving performance will work harder to do an even better job. Employees who aren’t told when they’re doing a good job and corrected or ridiculed when they’re doing a bad job will only do the work necessary to stay out of trouble in the future. These employees may enjoy their work, improve their attitude, or see a reason to work harder because only poor performance is recognized.

With this understanding of human behavior, managers must begin to modify the approach to employee recognition. Managers should notice when an employee does something right and give them simple and honest praise for what they did. Tell the employee the specific thing they did right and how it helps the department or company. Let the employee know that management has confidence in their ability to continue to perform well and be innovative in their approach to their own tasks. This positive reinforcement of the employee’s effort should occur as soon as possible after good work is perceived. Frequent, honest and positive praise can go a long way in helping employees perform at their best.

Providing positive reinforcement does not mean that what is done wrong by an employee should be ignored. Instead, it means first recognizing what part of the work was done right, then tracking what can be done better next time and why the performance or outcome of the work was not quite what was expected. If this means that the manager must take some of the responsibility for not providing detailed instructions for the desired behavior or outcome, he should do so in an apologetic manner and then proceed to explain how the manager personally will try to do better . This is a great time for the manager to let the employee know that he still believes in him, but needs his help and cooperation by asking questions if the manager’s instructions are unclear. This allows both the employee and the manager to improve in communication, which results in improved task completion. Remember that mangers must first give positive results, then follow up on necessary improvements, apologize if necessary, and then reinforce again what was done right. When working on the improvement or follow-up statement, don’t use the word “but” as this word often negates anything that has been said before it and the employee may stop listening as they know a negative is coming.

Understanding that everyone enjoys being recognized when they do a good job is a typical human response should help improve performance. Business managers must learn how and when to apply positive reinforcement when monitoring improvements in work behavior or task completion. Managers should always look at the positives and not just report when employees may be performing below the desired level. Positive reinforcement could be the key to better results in HRM, which should lead to better business results as well.

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