Which works better to motivate lazy employees, positive reinforcement or negative reinforcement.?

Question

I recently got promoted to supervisor and now I have to motivate my lazy staff. Should I reward hard work or punish lazy goof-offs?

We have a union so I can't just sack people on a whim, even if they deserve it.

My employees are welders (mostly) so their job is difficult, dirty, repetitive and hot. It requires a fair amount of skill as well.

Answer 1

You never motivate lazy people by criticizing them. Criticism leads to discouragement and bad morale. it can also lead to stubborn defiance.

Compliments followed by constructive criticism is more effective. When people receive recognition for the good things they do, they feel more motivated to be productive.

Also, when people are empowered and given choices, they tend to work harder. Incentives work well, also.

You are a supervisor, so you have to get more creative. When you go around inspecting, acknowledge those that are productive. When you approach a lazy goof-off, make a positive observation of something they do well, then offer them a tip where they could improve. "Well, you've dome a really great job here. Let's try to pick up the pace and get x number more like this done before lunch." Or, "You work very quickly and efficiently, but this could be a little better."

Never forget to tell people when they are doing well. Supervisors and maganers tend to act like they only need to say something when there's a problem. Those who possess great leadership skills, know that apprecialtion, recognition, and even simple acknowledgement goes much farther with motivating people.

Also, get to know people. Ask them about themselves at lunch, after work. Keep it light, but let them see the more human side of you. Before you leave, ask someone what they're doing later. When you get there on Monday, ask what they did with their weekend. Stuff like that. Organize a group outing once a month, say invite everyone and their families to a bowling alley.

Save the punishment for those who deliberately defy you. That'w how you show you are more human. Make it their choice. If they choose to disobey a direct order, or choose not to contribute their fair share of effort to the team, then they are choosing to suffer the consequences. When you have to, let them know that they are not letting you down, rather that they are letting down the entire team. Make them answer to their team more then they answer to you.

You say their work it hot. Bring people cold bottled water once in a while (those that are doing really well). If you see someone slacking, pull them aside, take them with you to the water cooler, and chat with them about while they do great work, they could pick up the pace so others can get their jobs done. "Hey Joe, your welds are perfect, but if you did them faster, then Mark and Randy wouldn't have to wait on you before adding onto your part. Let's try to pick up the pace so we can move onto the next job." And if this doesn't work, or you have to take someone aside a few times, let them know that you have temps that are willing to work for less pay, and ask the lazy person if he values his job, and tell him to prove it, convince you.

Answer 2

How To Motivate Lazy Employees

Answer 3

To motivate a lazy employee....you either need to threaten to fire him/her or some sort of monetary penalty to there salary. If you insist on a positive approach(many times the person in charge may not be allowed to utilize negative reinforcement...this happens in govt jobs) the best way is an in your face positive reinforcement strategy. You would give out awards and things in front of a group. The lazy person would not get anything. This may or may not cause him/her to reevaluate his work ethic. At least you have a chance. Just be sure that your award worthy workers are not uncomfortable receiving awards in front of a group. Run it by them first.
Bottom line....if you have a lazy employee....without the use of extremes...the only person that can motivate them....is themselves. They are more than happy to just have to do the vare minimum to get by.

Answer 4

Having tried both in some capacities I have finally figured it out..you can't motivate a lazy employee. All tactics work for a while (short while), you get encouraged and then it falls by the wayside...It is very hard to get employees in some retail businesses these days (due to many reasons) so we sometimes must put up with the 'lazy ones" until another "lazy" one comes along...you cannot change people, they must change themselves...we have few work ethics in the lower work place anymore and if don't consider it a stepping stone into a better job, then, there we have it...Once in a while a shining star appears, but you know you won't keep them for the long haul....could debate forever on this one
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Answer 5

Talk to the Union and tell them you would like to replace some non-productive workers with other union members. Explain what your goals are as far as productivity and work out a plan to accomplish these with the union. Gte the union to get after their members. If you have that many unproductive workers, you can probably have a layoff with out affecting production too much. Announce that the company is considering a cutback of a few employees for economic reasons and that the least productive workers will be let go. You will keep them informed. This, of course has to be supported by upper management.

Bring in inspirational, motivational programs that will encourage team work and pride in your work. Workers normally feel better about them sleves and their lives in general when they are doing what they are supposed to be doing. Set goals and have some type of reward, a party or something, if those goals are met.

Answer 6

I think you first have to identify what it is that makes them lazy or lose interest in their job. Is it lack of leadership? Is it that they do not find work exciting or rewarding enough? Do they not get enough responsibility or recognition for the work they do? Are they just too tired?

Once you identify that, then you need to figure out how to turn it around so they feel like they make a difference. That they have some type of ownership of responsibility. They they actually contribute to the success of a business. Ultimately, the motivation needs to come from them -- you need to merely tap it and nurture it.

If you punish them for their laziness without identifying the reason, it may cause resentment. It's a lot like punishing a puppy for peeing on the carpet. If you punish them when they have already committed the act, they don't know exactly what they've done wrong.

Answer 7

Reward good behavior. Punish bad. Keep them motivated and by creating a confident work environment. Let them know you want to have play time, but there is a time and place for that. Create some fun ways to motivate, like raffles, contests, giveways,etc. Make sure to give them pat on the backs when deserved and talk to the ones that aren't quite getting it. Communicate with them. don't let them walk all over you!!

Answer 8

I use to managed a factory with more than 200 employees.
First you have to call to your office the lazy one and tell him that he does not have a positive attitude to his job, that he can expect to receive more from the company but if he is not ready to work hard as everybody else he is going to have to leave.
Lazy workers damaged the effort that motivated workers do and make them question theirselves what should i work if the lazy one gets paid as me.

Answer 9

I think that is individualized. I have employees as well. There are some that need the fear of God instilled in them once and a while and there are some that with a positive nudge will run with whatever you ask them to do. Get to know your staff before you go one way or the other.

Answer 10

i have found small rewards work great i manage an office and i do little things which entail there names being put into drawings and i also reward them all if they have all done good to different things, sometimes i splurge for lunch or else we do fun things, we have had office parties, i have given them certificates etc. Or i let them have casual days, plus i have noticed a little thank-you goes a long way to motivate them. People like being thanked. You can work anywhere and get negative feedback its rare you get positive.