Pleasure and Pain. The “Carrot” and the “Stick.”
We’ve all heard these terms before, right?
When it comes to reward and punishment, both can play a part in creating healthy boundaries, and accountability. However, when trying to inspire action, rewarding behavior has multiple benefits that punishment does not accomplish.
By rewarding employee positive performance, their contributions are acknowledged, and appreciation for their work feeds a necessary human need, to feel valued.
Benefits of rewarding employees have true cultural and monetary impacts on business. Rewarded employees are happier, see an increase in productivity, and are largely more loyal, and less likely to leave. When employees are happy, morale is boosted, and the workplace becomes a place that people want to be, invest in, and see succeed. There is a direct correlation between engaged and happy employees, and hitting revenue goals.
There’s a science to using reward and punishment, and it comes down to “go” or “no.” If your desired end result is motivation to “go,” rewards are proven to be a greater influence. Alternatively, if you don’t want an employee to do something, punishment is more effective. Where rewards create excitement, motivation, and interest; punishment creates anxiety, fear, and avoidance.
*Note to all – use the “Stick” sparingly, or your entire culture will become fear-based.*
Effective reward, or a perk of the job?
Most people think of monetary rewards in sales contests, and although money is certainly an excellent motivator for a salesperson, it’s most important that there is an understanding of what the reward will provide to the recipient long term, and that the reward provides an effective motivational influence.
It’s about the experience. What will one experience via the reward?
Perks of the job, such as a parking space, or free lunch, prevent dissatisfaction. But to motivate and influence positive behavior there are key factors that have been shown to be powerful when aligning an employee’s feelings and the desired outcomes for the organization.
- Development and growth
- Inclusion and trust
- Mentoring and mentorship
The magic formula is providing rewards that impact an employee in the above ways, and aligning those rewards with desired company outcomes. The results are more autonomous, loyal, and productive employees; happy to engage and take ownership in their role.
So where does one look for a reward capable of providing this experience?
Have you been looking for a creative reward that will accomplish each motivational factor? Are you looking to provide an experience where your employee’s can learn and talk sales with peers, and rising sales leaders? Don’t you want to enjoy professional development while also enjoying white sand, sunny beaches, and surfing the world renowned waves of Costa Rica?
Join me in Playa Grande, Costa Rica, for The 4th Surf & Sales Summit, where you’re rewarded and appreciated for the success you’ve had, mentored and coached to further improve your performance so you can set new and exciting goals, and learn alongside trusted and like-minded peers in an intimate group with tailored content. Come back refreshed and inspired to make 2020 one full of tremendous achievements.
Oh, and did I mention the mental health benefits of getting out of your routine and into a beautiful and serene landscape where you can exercise, rest, relax and have fun? Mental health is something we all experience, yet rarely discuss. So let’s at least commit to making it a part of our reward system.
While a reward system is an important piece of leadership and management, protecting, and supporting mental health within the workplace is imperative. Take a moment to read the following ebook, Start Talking – 40 Thoughts, Tips and Ideas to Start Talking About Mental Health in Sales Vol 2., by Jeff Riseley.