The Power of Small Wins

Psychologists Teresa Amabile and Steven J. Kramer interviewed more than six hundred managers and found a shocking result: 95% of managers misunderstood what motivates employees. Managers believed “making money” via raises and bonuses was the most important motivator at work, and they listed “supporting progress” as the least important. However, after analyzing over 12,000 employee diary entries, the research revealed that the number one work motivator was emotion, not financial incentive. In other words, employees seek a feeling of making progress every day toward a meaningful goal.

As Amabile and Kramer further explain, making progress toward meaningful goals creates better performance. Subsequently, better performance depends on consistent progress, which enhances the importance of what you do. They call this the “progress loop,” and when used correctly, it reveals how important self-reinforcing habits can be.

“By supporting progress in meaningful work, managers improve employees’ inner work lives and the organization’s performance,” they write in their Harvard Business Review article. “To become an effective manager, you must learn to set this positive feedback loop in motion.”

Positive reinforcement can shape behavior. By implementing a few of these recognition and reward techniques and celebrating the small wins, you can create a more desirable work environment that motivates employees and improves productivity.