Using Positive Reinforcement

Try to understand whether each individual you are managing values intrinsic or extrinsic rewards more highly.

Rewarding progress and success and recognizing achievements are powerful ways to motivate your team. By rewarding someone for doing something right, you positively reinforce that behavior, giving them an incentive for doing it again. There are two basic types of reward: extrinsic and intrinsic. Many people depend on and highly value extrinsic rewards that are externally bestowed, such as praise, a promotion, or a pay raise. Others place a high value on intrinsic rewards, which originate from their own personal feelings about how they performed or the satisfaction that they derive from a job well done.

Try to understand whether each individual you are managing values intrinsic or extrinsic rewards more highly. If you always praise achievements, for example, a motivated person who excels largely for the feelings of intrinsic satisfaction will probably begin to view you as superficial. The professional may think, "I know I did a superb job on this project. Why is my manager being so condescending?"

People also desire different types of extrinsic rewards. Praise may be perfectly acceptable to the person motivated by acceptable to the person expecting a more tangible reward, like money. Typical extrinsic rewards are favorable assignments, trips to desirable destinations, tuition reimbursement, pay raises , bonuses, promotions, and office placements.

ACTION POINT: Use intrinsic and extrinsic rewards to reinforce your teams efforts.