Punishment as a leadership strategy has long been scrutinized by behaviorists, psychologists, and leadership experts. Is punishment just another name for consequences? Is it a necessary aspect of being the boss, a natural consequence of breaking the rules, or a symptom of toxic leadership? Evidence suggests that punitive measures often lead to unintended and counterproductive outcomes, undermining organizational cohesion and effectiveness. But actually, punishment can be an effective tool (when used in the right context). Otherwise, why would it exist? Punishment creates clear barriers, curbs unwanted actions, and delivers a behavioral message around process and procedure. But there’s something that’s more effective than punishment, when it comes to motivating your team. Do you know what it is?
The Behavioral Perspective on Punishment
Behavioral psychology says that punishment is an ineffective motivational tool, because its effects are only temporary. While punishment may suppress undesirable behavior temporarily, it fails to promote positive behavior change. Consider the biggest example of punishment: the U.S. criminal justice system. Notice that the U. S. recidivism rate (the tendency of a convicted criminal to reoffend) is the highest in the world: 2/3 of prisoners are re-arrested within three years of release. Why do we turn to punishment, when it doesn’t always work? The answer, it seems, is that it does. When punishment is reframed as discipline that’s designed to teach, there are lessons to be learned.
Punishment removes behavior, and individuals, from certain situations. In many cases, what we call punishment is simply a consequence of a series of actions.
Consider how you may even inflict punishment on yourself, by taking away certain rights and privileges, in order to create safety. For example, have you ever handed your keys to someone before (or during) a night of drinking? Here, “punishment” (the removal of rights and freedoms) seems like wisdom, not an unjust, harmful or unwarranted act. You are choosing to get home safely when your actions (and thirst) might work against you.
When Punishment Becomes a Problem
Clear boundaries are useful, and actions have consequences. The trouble with punishment is when it is seen as undeserved. Unnecessary. Unwanted. Even cruel. Leaders may view punishment as a necessary aspect of command and control – but often at the price of resentment, retribution…or revolt. Are you threatening people to get what you want? How’s that going to turn out?
In Psychology Today, therapist Ronald Riggio says that “The purpose of punishment is to stop undesirable behavior, but it doesn’t encourage better performance or greater productivity. A better way is for a boss to turn the focus from this punitive management style toward encouraging and rewarding desirable, productive work behavior.”
Can punishment help us to be better? Dr. Alan Goldberg, PhD, is the former sports performance consultant to all teams at the University of Connecticut. He says, “When you punish your players for failing or executing poorly, you teach them to fear the negative consequences during the game.”
What’s the challenge with that? Isn’t it important to know the consequences? “A future focus distracts them from concentrating on what’s important: the moment by moment flow of the action.” That means: focusing on what’s happening, right now. So punishment creates fear and worry around future outcomes, which may or may not happen. Players (or workers?) who are focused on negative consequences are going to be distracted. In this way, punishment limits performance, increases worry and anxiety, and robs a team of its potential.
Punishment Pushes People Out of the Game
Consider a professional hockey player, with 10 pucks lined up at center ice. How many pucks can that player put in the goal, with no defenders in front of the net? The answer, it seems, is 100% – all ten. Easy, even from center ice. Now, imagine that the hockey player’s daughter is being held hostage. If he misses even one goal – even one! – she will be killed. Now what are his chances? In this example, the threat of punishment keeps even a seasoned professional from playing the game! What seemed so easy becomes impossible, under threat of punishment. How are you leading your players to reach their goals?
Negative Repercussions of Punishment in the Workplace
Effective leaders reframe punishment as consequences – an opportunity to instruct and encourage new behaviors. Instead of finding fault, the best leaders remind people of what they are capable of. We all make mistakes; what makes champions is in the way they respond to mistakes. When we look at rules, and consequences, we understand the game. Sometimes, bad calls are part of the game. The best leaders remind people that so is resilience. Encouragement is the tool of effective leaders, framing consequences of the game so that people keep playing at their best.
Perhaps you feel as though you’ve been asked to pay for others’ mistakes. Or your manager’s choices. I’ve been there. And it is discouraging. I’m guessing you don’t need me to tell you that life isn’t fair. Bad companies (and bad bosses) happen to good people all the time. What turns a punishment into possibility is the way that we respond. What does acceptance look like, for you right now? I’m not suggesting that what happened was right, or fair, I’m simply saying: it happened. What if you stop resisting the past, and decide to start creating the future?
You can decide, right now, if you want to keep punishing yourself for (wait for it) how you have been punished. How’s that going to work for you? Acceptance is the first step towards new action. Do you believe in second chances? Turns out: they exist.
And for leaders who haven’t learned to expand their action vocabulary beyond punishment, these undesirable consequences are waiting for you (and your team):
- Decreased Morale: Employees subjected to punishment may experience diminished job satisfaction and commitment, leading to disengagement.
- Erosion of Trust: A culture of punishment fosters fear rather than trust, inhibiting open communication and collaboration.
- Reduced Innovation: Fear of punitive repercussions can stifle creativity, as employees may become risk-averse to avoid potential punishment.
- Increased Turnover: High-stress environments resulting from punitive leadership can lead to higher employee turnover, incurring additional costs for recruitment and training.
The evidence underscores that punishment is a flawed leadership strategy, often yielding outcomes contrary to its intentions. But don’t abandon the rules, or make excuses for employees who can’t follow them. Remind people of what they need to know, and what you know that they can do. Compassionate correction is leadership. Threats are how fights get started, not how leaders lead. Mistakes happen – and so does resilience. Rules are necessary, in order to promote order, and establish the processes on which all businesses rely. Connection, not just correction, is what makes a team perform. Punishment is part of leadership: leaders can foster positive behavior, or ruin morale, depending on how they use it.