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How can I use negative motivation (such as discipline) to improve performance?
Home » Management » Performance Improvement » How can I use negative motivation (such as discipline) to improve performance?Performance improvement is often tough work. When you have an employee who is a great person but a poor performer (or vice-versa) it can be very difficult to discipline that person. At other times, you may simply need to make some structural changes, but changes that nevertheless say, “You are not performing at the required level.” Those are harsh words that no employee wants to hear. While this job is not easy, however, a skillful manager can use negative motivation to help improve the employee’s performance.
When managers resort to discipline to improve performance, they usually use a simple verbal reprimand. Don’t be too quick to reprimand your employees, but if the time comes, talk directly to them rather than complain about them behind their backs. Make very clear (hopefully you have done this previously as well) what is expected of the employee and in what specific area he/she has fallen short. Come with a recipe of what they need to do to fix the problem, and praise them when they do improve. Don’t rush into criticism, but neither should you wait too long—discipline on relevant issues; it must still be possible for the employee to improve in the criticized area or the employee will feel blindsided and doomed to fail.
Other forms of negative motivation include increased delegation and additional supervision. You may need to transfer an employee’s responsibilities to another employee or department. If this is the case, discuss with the employee the reason and purpose behind the move. At other times, an employee may need more individual coaching or supervision. Again, make certain you have good communication with the employee and that the supervisor is adequately prepared.
Finally, remember that the goal is performance improvement, not punishment. It is wise to start with grace. Eventually, you may need to these methods, or even more severe discipline, even termination. Be quick, however, to give second chances, and examine the situation closely to ensure you are not at fault yourself.
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