Did You Know Some Employee Rewards Do NOT Stimulate Better Behavior?
If you have ever led a group of people, you know some employee rewards do NOT stimulate better behavior. We know from experience that employee rewards can be tricky and have unintended consequences.
Employee Reward and Behavior Research
Recent research by the Harvard Business School and Washington University agrees that rewards do not always produce the desired behavior change. The study at a commercial laundry company showed that, instead of increasing productivity by offering gift card drawings for those employees with perfect attendance for the month, productivity decreased significantly.
What Went Wrong?
Analysis found that management had made several mistakes that produced unexpected, negative consequences. Mistakes that you should be aware of before you try to create a rewards and recognition program to help get the most out of your employees.
In fact, if your rewards and consequences for performance are aligned with your corporate strategy and organizational culture, you want your employees to do whatever it takes to achieve their targets in a way that aligns with your corporate values.
In the laundry example, the root cause of poor performance was incorrectly identified as having a correlation to attendance. Make sure your incentives are based upon the true behavior you want to change.
The Bottom Line
Some employee rewards do NOT stimulate better behavior. Make sure that your employee engagement training and reward and recognition systems offer a reward that is aligned with your desired behaviors, valued by all your employees, and perceived as proportionate.
To learn more about avoiding employee rewards do NOT stimulate better behavior and how to create a high performance culture instead, download Do you Have a High Performance Culture to Drive Your Strategy Forward?
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