Three Ways to Motivate Others
Three Ways to Motivate Others
There are three ways to motivate others.
- Reward good behaviour.
- Punish bad behaviour.
- Reward good behaviour AND punish bad behaviour.
We recommend that most of the time you use method 1.
Reward good behaviour
Rewarding good behaviour is the best way to motivate people to do the right thing. Punishing bad behaviour is NOT the best way to motivate people to do the right thing.
This is true for many reasons.
1. Punishment creates resentment in the mind of the punished, and often starts the punished person thinking about how he could get revenge on the punisher. The relationship becomes destructive to both parties; both the person punishing and the punished become dragged into a never ending cycle of pain.
2. Punishment only indicates to the punished person what they did wrong. It does not teach the person what is RIGHT. Learning that X is wrong, leaves completely open the question of what is right.
Rewarding good behaviour is better than punishment because it reverses the two points above.
1. Rewards create a climate of cooperation and often starts the rewarded person thinking about what more he could do to get rewarded again. The relationship becomes constructive to both parties; both the rewarder and the rewarded become involved in an ever-more cooperative relationship.
2. Rewards do indicate to the rewarded person, what they did right. Anything other than right behaviour fails to bring a reward. So the rewarded person learns that "X brings me rewards, and anything other than X brings me nothing".
There may be times when punishment is appropriate, but we would suggest that punishment is NOT your standard practice.
Save your punishments for the real sinners of the world.
Recommendations for motivation
1. Motivate by rewarding good behaviours. Catch them doing it right and give immediate positive reinforcement, in the form of either a tangible reward, (money) or an intangible reward, (words of praise and appreciation.)
2. Don't reward bad behaviour. (We would not have bailed out those Bankers in RBS and other similar institutions who messed up so badly; and who were then bailed out with millions of pounds of tax payer's money).
3. Be cautious of dishing out too much punishment for bad behaviour. People abandon those who treat them too harshly.
Main Point to ponder:
Motivate others, primarily by rewarding their good behaviours.
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Definition: Reward-based motivation
Reward-based motivation is a business method where a leader gives a valued reward straight after someone shows the right action. The reward links only to that action, is given at once, is meaningful to the person, and is withheld when the action is missing. Remove any one of these four points and the method stops working.
Show CG4D Definition
- Gives a clear reward for the wanted action
- Ties the reward only to that action
- Delivers the reward straight after the action
- Withholds the reward when the action is absent
Article Summary
People copy what earns praise, so the surest way to motivate others is to catch good behaviour and reward it at once; this simple act grows trust, raises profit by 21 per cent, chops sick days by 27 per cent and makes punishment rare.
Frequently Asked Questions
Here are some questions that frequently get asked about this topic during our training sessions.
What are the three classic ways to motivate others?
Why does rewarding good behaviour beat using punishment?
How can punishment damage a working relationship?
What is a simple tangible reward I can give staff?
When should I praise an employee for good work?
Is it ever right to punish bad behaviour at work?
How do I avoid rewarding bad behaviour by mistake?
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Did You Know: Key Statistics
Gallup’s State of the Global Workplace 2023 shows teams that receive regular praise record 21% higher profit and 27% fewer sick-day absences than teams that do not. The CIPD Good Work Index 2024 finds 71% of UK employees say a simple “thank you” from their manager is the action that most lifts their motivation at work.About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years' experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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