Positive and negative reinforcement are the consequences that drive performance. Negative reinforcement can start a poorer performer moving in the right direction, but only positive reinforcement can keep that person going.

Negative reinforcement:

Negative reinforcement is most easily recognized as the “do it or else” management approach. Today, it is often found in the use of stretch goals or threats of layoffs.

Examples:

“If you don’t get this job done be Friday, I will have to terminate you.”

“If your performance graph did not go up, it will be shown as red to everyone in the meeting.”

To avoid running into the car, we put on the breaks

Outcome of choosing:

• Stressful workplace,
• People feel pressured
• Gets a level of performance that is just enough to get by
• Gets improvements
• Performance motivated by negative reinforcement tend to increase only at the last minute (deadlines give people permission to wait ) and then to the “just enough to get by” level (goal attainment gives people permission to stop, so performance go flat after reaching goal, that’s why mostly stretch goals are added)
• People work because they “have to” and not because we “want to”.
• Negative reinforcement is more likely to provide immediate behaviour for the user than positive reinforcement.

Positive reinforcement:

Positive reinforcement is any consequence that follows a behaviour and increases its frequency in the future. Positive reinforcement occurs every time behaviour produces a favourable change in the environment for the performer. Since everyone is different, the same positive reinforcement does not work for everyone. Try giving one, ask questions to understand if it was something of value for the receiver, and also discover by observing, e.g., what people enjoy spending time on, what is the best positive reinforcement for a person.

Generally, people find attempts at reinforcement to be reinforcing.

Examples:

– if you press the button, the light will turn on. (natural reinforcement)

– User friendly website design (natural reinforcement)

– A congratulatory note, praise, or public acknowledgment in response to some action (Created social reinforcement)

– Points or money, or any gift in consequence of a desired action. (Created tangible reinforcement: created tangible reinforcement should serve as a backup to social reinforcement and not a substitute for it.)

Outcome of choosing positive reinforcement:

• People like it better
• It produces less stressful workplace
• Maximizes performance
• Get improvements
• If you positively reinforce a behaviour, you will have to wait for the next turn to see if your positive reinforcement worked and if the behaviour occurred.

Sources of positive reinforcement:

Work-related reinforcement: When we do things that work, we are positively reinforced by the task itself. Things that go smoother or easier when done in a typical way will always be done in that way.

Peer-related reinforcement: When peers provide positive reinforcement to their team mates, it is most effective reinforcement as they work together closely. Managers should positively reinforce the act of a peer reinforcing their peer.

Management related reinforcement: Managers are responsible for providing the appropriate consequences for the performance and the most important consequence they can provide is positive reinforcement.

Reference: Bringing the best in people by Aubrey C. Daniels