Can’t buy me love
May 13th, 2008I have noticed an odd trend in employee recognition.
People would rather have nothing then something small. Or so they say.
Most of the complaints I get are when the “gift” was meant to be just something extra i.e. Pens, logo items, small gift cards, ring tones and other “swag.”
I have gotten some surprisingly angry complaints and once even had someone throw the item back at me.
I think that this high standard for employee recognition comes from two sources.
First I think company culture has spawned this. Historically employee recognition programs have been “winner take all” with bonuses for the winner (employee of the month, year etc.) This sets the expectation that when you win the payout will be large.
The second reason for this has to do more with good old fashioned behaviorism.
Skinner and Pavlov teach us that the route to desired behavior includes variable reinforcement.
Suggesting that giving out “stuff” to randomly reinforce desired behavior should get you more of that behavior.
The trouble here is extinction. I am eventually going to stop salivating when I hear the bell if there is no food.
The trigger will only work so many times on its own without a reward to back it up.
In this situation the “stuff” is not seen as a valuable reward and the trigger has faded.
Alright, what do we do about this?
I’ve got 4 ideas.
1. Don’t set high expectations for rewards. For example don’t suggest there will be prizes then give out pens.
2. When possible don’t give out junk.
3. Avoid public winner take all rewards. If you have a large population don’t give out 1 employee of the year, spread the wealth.
4. Wait for the system to work. Don’t give up these things take time.
These won’t work in every situation, it’s still ok to give out candy or swag in training and employee of the month may work in small organizations.
As with training it is important to understand the needs, in this case the wants, of your target group.