We’ve looked at the importance and frequency of positive reinforcement in previous blogs, How the Best Managers and Leaders Deliver Positive Reinforcement and Employee Feedback – The Need for Frequent Positive Reinforcement. Employee Feedback falls into Strategic Discipline's fundamental practices for effective meeting rhythms. When we address customer and employee feedback in workshops and with our clients, frequently there’s confusion and misunderstanding about what this means. It’s often because companies have their rhythms with regard to employees and staff and forget how critical their happiness and engagement can impact the bottom line growth of their business.
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Topics:
Employee Feedback,
employee performance,
positive reinforcement,
metrics,
productivity
How often do you need to reinforce? Dawn of Impatience shares Aubrey Daniel’s Bringing Out the Best In People’s view why since 1984 the influence and commitment to positive reinforcement has steadily increased.
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Topics:
Employee Feedback,
weekly meetings,
employee performance,
positive reinforcement
Small things add up. When it comes to producing results from positive reinforcement a small difference influences results dramatically. Most effective leaders, managers, and supervisors do not necessarily reinforce more often than ineffective ones. It’s the detail of what they focus on that makes them better. Discipline to this detail compounds over time. It delivers steady pressure on the fly wheel which Jim Collins notes distinguishes the Good to Great companies. Eventually it provides the impetus to breakthrough. There is no miracle moment. Breakthrough only comes through daily discipline of doing the right things right.
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Topics:
Employee Feedback,
Bringing Out the Best In People,
employee performance,
Aubrey Daniels,
positive reinforcement
Positive reinforcement creates the highest value in the work place. Why? Because positive reinforcement generates more behavior than is minimally required. It’s called discretionary effort. This discretionary effort is the only way your organization can maximize performance.
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Topics:
employee performance,
positive reinforcement
Last blog Bad Performance is Your Responsibility we discussed how ultimately the results you are getting from your people is your accountability. The bottom line here is that in order to get the 40% discretionary effort from your people which leads to higher performance you need to identify the behaviors that are producing poor outcomes and arrange consequences that will stop them. Next identify the behaviors that will produce desirable outcomes and arrange consequences that will positively reinforce them.
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Topics:
Accountability,
Strategic Discipline,
positive reinforcement,
human behavior
If your business and specifically your people are producing the wrong outcomes it’s very important that you understand this. Every company is getting the performance it should be because it’s reinforcing that performance with what it is currently doing. If you’re not happy with what you’re getting you need to put consequences in place that stop these outcomes and then put new consequences in place to positively reinforce the new outcome you want. The bad news is you’re reinforcing the wrong things or you wouldn’t be getting that performance. The good news is you can change it with some diligence.
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Topics:
Bringing Out the Best In People,
employee performance,
Aubrey Daniels,
positive reinforcement
“Atta boy!” “Nice job!” “Great Sale” “Appreciate your staying late to get that done!”
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Topics:
positive reinforcement
"Why do we have to do all this positive reinforcement stuff today?" If you're a manager asking this question remembering when you didn't have to, recognize that the world has changed.
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Topics:
employee performance,
positive reinforcement,
human behavior
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