The rewards system of today’s workplace is based on outdated motivational tactics. This is a well studied field with extensive research. There is little debate in the findings that, for white collar jobs, extrinsic motivators, essentially cash, have a negative effect on performance during higher thought activities. The best way to elicit the highest productivity is through intrinsic reward, namely complements, feelings of accomplishment, etc.

The strange part comes in when you consider that despite how grounded and substantiated this knowledge is, it is very seldom used in the workplace. Why are employers so resistant to let go of old, and obsolete methods of motivation? A few cutting edge companies incorporate this tactic, experiencing large success in doing so. Google and Zappos, to drop a few names, are examples of companies that use these advances performance enhancing tactics. Why aren’t more switching over? These companies could experience higher employee productivity, dropping costs, and wasted capital.

It seems the old way of doing things, the bonuses and salaries, are so ingrained in corporate structure, that it’s going to take more than a few studies and success stories to put this not-so-revolutionary idea into practice. In time, new leaders will ascend, leaders grown in an era with greater understanding of motivational theory.