Rewards and punishment. Motivation and threatening. Positive feedback versus criticism.

This month we are devoting our newsletter, blog posts, and podcasts to the subject of rewards. There is a right way to do it, and a wrong way to do it.

I don't think anyone can argue that rewards can be a source of positive motivation and feedback. But there is risk in the rewarding, because done poorly, it can send the wrong message, and even worse solidify wrong behaviors rather than cement energizing and positive ones.

And there are other behaviors that, when started, through all good intentions, come to be expected rather than motivating.

Let's look at an example — the employee lunch. We will look at it from three angles — done well, done poorly, and creating problems down the road.

Done well: When a team is given at target of meeting a certain goal, and promised an employee lunch when the goal is met, and the lunch is provided as close as possible to that goal being met, and announced as such and glorified at the lunch, THAT is a well-done reward.

Done poorly: When a team is promised an employee lunch for meeting a goal, but the goal is not met, and the boss provides them the lunch anyway, just because they were expecting it and "got close" to the target, the incentive is lost. And it most likely sets up a precedent for the future sending the signal that the employees don't really have to achieve the reward, but they will get it anyway.

Done "just because": When a boss decides to provide employee lunches, "just because" they're a great team, and they deserve a lunch, it is most likely appreciated on the short-term. The trouble comes down the road when the boss, who used to buy lunch on Fridays, decides not to do it anymore. Suddenly that well-intentioned lunch becomes a negative, and source for employee banter. Not that traditions are negative or problematic, but when a well-intentioned action is eliminated, there can be negative consequences. These types of initiatives should be thought through. I always like to say, "start the way you want to finish."

Rewards can be very motivating. Just remember, they need to be applied fairly, consistently, well thought out, and tied to a result you want to achieve.

Praise — The Gift That Keeps Giving. (20 second read)

Handwritten Appreciation: Another Thought... (15 second read)

Catch "em Doing Something Right! (10 second read)

Today's e-tip is simple. Yes you can use email to reward employees, either individually, or by copying others. The key to a great E – reward is to make it specific. Describe the behavior that was worthy of the reward or praise, and thank the employee or coworker for their exemplary performance as a result.

"People work for money but go the extra mile for recognition, praise and rewards." — Dale Carnegie

"Recognition is not a scarce resource. You can't use it up or run out of it." — Susan M. Heathfield

"Supporting others is directly proportional to your own success. The more you support others, the closer you get to your own success." — DJ Kyos

This month, find a way to reward someone EACH DAY. I know this sounds like a lot, but it isn’t. Little things matter. All you need to do is 1) notice them and 2) make a rewarding comment or action about them.