Although punishment is effective in preventing bad behaviors in employees, such as absenteeism, tardiness, and poor work performance, it doesn’t necessarily result in higher productivity levels. The truth is that punishment just leads to more punishment. So the question is: should employees be punished?
Punitive measures never address the core problems that led to the situation arising in the first place. When managers criticize employees for poor performance, the productivity might improve- but only for a short time. This may serve as cue to the manager that since their aggressive behavior worked like a charm before, there’s little reason to believe that it won’t work again.
Punishment does not improve behavior- it only temporarily addresses it. It leads to fear, anxiety, and psychological tension, which may worsen the productivity levels. In some cases, it elicits an even worse response from employees who seek retribution from the supervisor for being too harsh on them. However, if the managers show a more positive and appropriate behavior, they may elicit a good response.
If punishment is a necessity, the person should be informed exactly of what they did to deserve it. Follow this up by letting them know of the things they can do to receive positive reinforcement.
Encouraging Good Behavior
You can encourage good behavior by specifying rewards. The important thing is to explain employees about the rewards that accompany good behaviors.
When workers are punished for producing substandard work, they suffer from undesirable side effects such as being fearful and anxious. If you have to carry out punishment, try to combine it with positive reinforcement to reduce the likelihood of these negative side-effects. For instance, criticism of the person’s performance should be followed up by an explanation of what they can do to improve their quality of work.
The manager or supervisor should demonstrate the positive consequences of good job performance, such as job promotion, appraisal, bonus, and the opportunity to learn new things. This is an effective way of punishing and praising the worker at the same time. It also shows employees that they have been punished for a genuine reason.
Punishment Results in Isolation
Some employees may feel isolated after being punished. They feel they’re a constant target of their supervisor, making them further isolated from the workforce as a result. Such employees tend to pull away from their coworkers instead of learning from their chastisement. If punishment is driving workers towards increased isolationism, this will only decrease productivity and harm morale.
You don’t want to create interpersonal problems or inhibit creativity at the office by punishing workers. If they are unable to come up with new ideas and solutions, try to use positive work behaviors to encourage new ways of thought. Punishment only discourages works and harms their efforts in maintaining a creative work environment.
So Should You Punish Them?
The best course of action is to address the root of the problem. Perhaps, the employee is no longer enjoying their job. Maybe a coworker is bullying them or they just need time off. If there is an alternative, use it.
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