Let’s discuss how you measure your performance evaluations for your employees. First, do you measure disciplinary actions or commendations? Days absent or employee attendance? Why do so many performance evaluations only focus on a person’s negative actions? Maybe it’s about time we’re a little bit nicer with our employees. Altering the way your performance evaluations are presented to your employees, to be more positive minded can greatly increase the chances for a more positive and enjoyable work environment. It’s been proven that people are more motivated by positive reinforcement over punishment. Punishment can cause resentment, and a negative minded employee. By highlighting a person’s positive traits, you may be surprised to see how effectively you are able to reinforce desired behaviors into the mindset of your employees. A good example is the attendance example we mentioned earlier. Normally, employee evaluations are based in absentee rates with disciplinary levels represented by how many days an employee missed work in a given evaluation time period. Instead why not try something different? This time around, try and focus on how much time the employee worked for a given evaluation period. Then, offer the employee positive reinforcement for reaching different levels of attendance. According to the experts, research proves that employees are motivated a lot more by positive reinforcement over receiving punishment. All punishments can do is remove a certain behavior from occurring again in the future. Positive reinforcement promotes great levels of performance and gives hope for positive employee initiative. We also don’t want you to think that you should remove disciplinary actions, rather just try to start and adopt some positive measuring tools. The last thing to realize is the fact that using positive reinforcement will give you more knowledge about your employees, rather than just being familiar with the bad apples in your organization.
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