The Power of Rewards: How Whipped Cream & Other Incentives Can Shape Performance

How can you get an 85-pound, strong willed, powerful dog to listen? Just ask Walker, a two-year-old canine member of our home. When someone approaches our front door, Walker morphs into a combination of the Hulk, Jaws, and the Tasmanian Devil! But one little treat the size of a dime and he is back to his adorable self. Recently, he was getting a bit stubborn and not eating his breakfast, so my wife began putting a spritz of whipped cream on top and… boom. The breakfast was gone. Now he sits at his dish and stares at you until the whipped cream is in place.

Rewards can both enhance and change performance in us humans as well. But for rewards to be successful and for real change to take place, we need to know the person as well as the performance expectations. Here are five ways to unleash the power of rewards.

1. Know the person.

Everyone is motivated by something. Money. Opportunities. Appreciation. You need to know the person well enough to determine his or her aspirations and needs in order to unleash the right incentive. This takes spending time with them and getting to know more about them. When it comes to rewards, do not assume people want the same thing.

2. Utilize new opportunities.

You may think that money is THE MOST important motivator, but you would be very wrong. It is a major motivator for some, especially for those who do not make enough to provide for the basic needs of self and family. But research has shown that for many, after a certain point, the power of money declines as a performance enhancer. People want opportunities to grow, advance, and use their talents in new and better ways.

3. Provide clear expectations.

Despite years of companies embracing creating job descriptions and giving annual evaluations, many team members are still confused regarding what is expected of them. We must strive to provide clear performance expectations and ensure they are understood. Team members also appreciate when they are given the opportunity to have some input about those expectations.

4. Expect success.

People like to know we believe in them, not that we doubt them. Doubt damages confidence and breeds distrust. Expectation theory shows that we will see in people what we expect of them. If we start with the belief they will succeed, they are more likely to succeed. If we start with the assumption they will fail, they often do. So, let them know you believe in them and are confident in their success.

5. Appreciate and praise.

While some people seem to need it more than others, is there really anyone who does not like at least some praise and appreciation, especially for an exceptional job done well? I don’t think so. Showing praise and expressing appreciation touches the heart, and it is when the heart is touched in a positive way that people have positive feelings about their work and their leader.

Contact us to learn how our experienced coaches can assist you in creating a healthy culture in your team.

Jay Desko is the CEO of The Center Consulting Group and brings experience in the areas of organizational assessment, leadership coaching, decision-making, and strategic questioning. Jay’s degrees include an M.Ed. in Instructional Systems Design from Pennsylvania State University and a Ph.D. in Organizational Behavior and Leadership from The Union Institute.