Why Punitive Leaders Fail

Threats and “strongman” tactics are destined to fail. Why?

All too often, bosses will punish their direct reports for infractions ranging from poor performance to using the bathroom too frequently. It is an unfortunate aspect of human nature that people in power are prone to use their power to punish others in an effort to get them “to behave.” All psychological evidence suggests, however, that punishment as a management/leadership strategy is doomed to failure, and here is why:

1. Punishment is a terrible motivational strategy. The effect of punishment is to stop UNDESIRABLE behavior. If an employee is engaging in horseplay involving some dangerous equipment, punishment will likely be effective to stop that behavior from leading to serious injury. But, stopping undesirable behavior (e.g., ‘goofing off’) with punishment, doesn’t mean the individual will start engaging in desirable behavior, like working hard. Its purpose is to stop unwanted behavior.

2. Retribution. Punishment involves the infliction of harm, physical or psychological, to others. People who are punished are prone to try to “fight back” — to somehow get revenge (perhaps when the punitive boss is not looking). Punishment causes negative emotions, resentment, and a desire to “even the score,” and no leader needs that in followers.

3. Punishment is inefficient. Psychological research shows us that punishment is effective in stopping undesirable behavior when it is immediate, consistent, and focused solely on stopping the undesirable behavior — punishing the behavior, not the person. A leader who relies on punitive tactics becomes a police officer — being constantly vigilant to administer the punishment, consistently, every time. Leaders have better things to do with their time.

4. Punitive Strategies Actually Hurt the Leader. Why? Because followers lose their respect and admiration for the leader. It drives the best employees away.

So, given that punishment is such a bad leadership strategy, why is there still so much of it? Sadly, many managers/leaders believe that it is their job to “be tough,” and that they must exercise their power to control others.

For Development: Reinforcing desirable behavior is a better motivational strategy. If you can get employees focused on, and rewarded for, positive work behaviors, the undesirable behaviors will likely diminish. Think of some strategies that use positive reinforcement rather than punishment.