While reading the book 59 Seconds by Richard Wiseman we found this interesting part about a study that relates to performance management and how we give rewards to employees. At first, it was a little off-putting because of believing certain ideas surrounding rewarding staff for a job well done. But, as we know, Richard Wiseman is all about exposing the myths behind the way we think. So, does this change how you think?
If you give children an activity they enjoy and reward them for doing it, the reward reduces the enjoyment and demotivates them. Within a few seconds, you transform play into work.
According to the results of this study, it seems that excessive rewards may have a detrimental effect on the attitude of the people doing the tasks. Studies have shown short-term boosts in performance, but over the long haul rewards tend to destroy the very behaviour they are designed to encourage. As we’ve seen, what does not work is to motivate people with the promise of a reward. So what form of incentive does work best? To encourage people to do more of something they enjoy, try presenting them with the occasional small surprise reward after they have completed the activity, or praise the fruits of their labour. When it is something that they don’t enjoy, a realistic, but not excessive, reward is effective at the start, followed by feel-good comments that encourage them to pursue the activity.
Something to think about: How does this translate to how you design your performance management systems? Don’t know? Give us a call, we can help.
