The power of positive reinforcement



Much has been written about positive support as a psychologist to change performance. It is a technique used for animal training and child development, which is now used as part of human resource management in business tools. Has proven effective. As a business manager, how can one apply and monitor positive support?

The first is to understand that when they do good deeds, it is fun to recognize everyone. Only pointing out when someone has done something wrong and never admitting that it was done right can have negative consequences. Employees who are rewarded for working or improving performance will work harder to do even better. Employees who are not told that when they do a good job and when they do a bad job they are corrected or ridiculed, will only do what they need to do in the future. To live These employees may enjoy their work, improve their behavior, or find a reason to work harder because only poor performance is recognized.



With this understanding of human behavior, managers must begin to change their approach to employee identification. Managers need to take notice when an employee does the right thing and give them a simple and sincere compliment for it. Tell the employee to do the specific job they did right and how it helps the department or company. Let the employee know that management is confident in their ability to perform well and that they are innovative in their approach to their tasks. This positive reinforcement of employee efforts should be felt as soon as possible after the job is done well. Frequent, sincere and positive praise can go a long way in helping employees perform at their best.

Giving positive reinforcements does not mean ignoring what the employee has done wrong. Instead, it is important to recognize which part of the work was done correctly the first time, then the next time better work can be done and follow up on why performance or work results are as expected. Were not If this means that the manager is to blame for not giving detailed instructions for the desired behavior or outcome, they should do so with an apology and then proceed to explain how the manager personally works best. Will try This is a great time for a manager to tell an employee that he or she still has confidence in them, but if the manager’s instructions are not clear, they need help and support by asking questions. This allows both the employee and the manager to improve communication, which in turn improves work completion. Remember managers need to give positive results first, then follow up on what needs to be improved, apologize if necessary, and then reinforce what has been done right. Do not use the word “but” when doing improvement or follow-up work because the word often negates anything that has been said before and may prevent the employee from listening because they know that only after Something negative is coming.



Understanding that everyone enjoys acknowledging when they do good work is a normal human response that should help improve performance. Business managers need to learn how and when to apply positive reinforcements when monitoring work behavior or performance improvement. Managers should always consider positives rather than mentions when employees are performing below the required level. Positive support can be the key to better outcomes in human resource management, leading to better business outcomes.

Leave a Reply

Your email address will not be published. Required fields are marked *