Self Rewards

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Self Rewards

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INFLUENCE TACTIC

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Self Rewards

Celebrate the journey and the growth it brings, not just the destination.

What is it:

Ever felt daunted by the long road ahead when starting something new? Self Rewards help by celebrating your progress, not just the final outcome. This tactic highlights the learning and skills you develop along the way. Every step forward, even the incomplete ones, brings a sense of achievement. And when you do finish, the joy is even greater. Self Rewards let you enjoy the process and savour the success at the end.

When to use it best:

This influence tactic is best used when you are aiming to:

How to use it:

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1. Mark Important Steps

   Identify key steps in the journey that deserve a cheer. Think about the smaller wins and personal growth points along the way.

   What are the major steps in this journey?

   How can we break the journey into smaller, enjoyable parts?

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2. Tailor Rewards to the Individual

   Make rewards personal. Ask people about their interests and what would make the journey more fun for them. Be careful that rewards don't take over the main experience.

   How can I make rewards fit each person's likes?

   Could any rewards end up being more distracting than helpful?

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3. Create Fun Celebrations

   Make reaching each milestone memorable. Use sounds, visuals, or group activities to mark progress. But keep it real—celebrations should enhance the experience, not overshadow it.

   What can I do to make celebrating each step fun and meaningful?

   Is there anything that might take away from the main goals?

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4. Show Progress Clearly

   Use progress bars, badges, or leaderboards to show how far people have come. Make sure any comparisons encourage good-spirited competition and teamwork, not jealousy or discouragement.

   What are the best ways to visually show progress?

   How can we encourage a positive competitive spirit?

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5. Link Rewards to What Really Matters

   Make sure the rewards reflect the values and goals of the experience. Think about how each celebration helps personal or professional development, and watch out for any rewards that might accidentally encourage the wrong behaviour.

   How do these rewards uphold the values of this experience?

   Are there any potential negative effects of these rewards?

What’s the science
behind it?

• Intrinsic Motivation

  Intrinsic motivation refers to the inner drive that fuels an individual's behaviour, arising from personal interest or enjoyment in the task itself. This motivation is driven by internal factors such as curiosity, personal values, and satisfaction, rather than external rewards or pressure. It is associated with greater creativity, persistence, and performance.
  When people find joy in the process of developing their skills and abilities, the reward is inherent in the task. This makes the journey enjoyable, even if the task is not yet complete, leading to a strong sense of accomplishment.

• Self-Determination Theory

  This theory posits that people are driven to satisfy three basic psychological needs: autonomy, competence, and relatedness. Autonomy refers to the need for control and choice in one's life, competence to the need for mastering tasks and improving skills, and relatedness to the need for social connection and belonging.
  Self Rewards support autonomy and competence. By setting and celebrating personal milestones, individuals exercise control over their goals and develop a sense of mastery. This fosters motivation and the feeling of accomplishment.

• Cognitive Evaluation Theory

  A sub-theory of Self-Determination theory, it focuses on the effects of extrinsic rewards on intrinsic motivation. CET suggests that extrinsic rewards can undermine intrinsic motivation when they are perceived as controlling, but can enhance intrinsic motivation when they support feelings of competence and autonomy.
  Self Rewards, when used effectively, can strengthen intrinsic motivation by promoting a sense of autonomy and competence. By celebrating progress and reinforcing the development of skills, self-rewards can positively influence an individual's behaviour.

• Goal-Setting Theory

  Establishing specific, challenging, and attainable goals leads to enhanced performance. This theory highlights the importance of feedback and task complexity in determining the effectiveness of goal-setting. When individuals set goals for themselves, they become more committed to achieving them.
  Self Rewards allow individuals to celebrate their progress, even if a task is incomplete. Recognising incremental achievements can boost motivation and keep individuals focused on their objectives, ultimately shaping behaviour.

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