One study Pink addresses in his 2009 book Drive to demonstrate the negative impact of the carrot approach on creativity was conducted by Harvard Researcher Dr. The carrot and sticks approach also doesn’t help with mastery over the long haul, which requires dedication and drive. Research has found that the dangling carrot approach drains creativity, intrinsic motivation, and performance over time. Research, in psychology, business, and behavioral science, has found that unexpected “now-then” rewards should be given to reward a job well done, rather than dangling “carrots and sticks” for people to earn as motivation for accomplishing a task. For tasks where employees need to be creative, solve problems, or be motivated, different strategies need to be used.
Pink adds that for routine tasks, it is also important for supervisors to note that the task is routine. Then, a dangling carrot approach does work. But, science tells us this approach does not work. The “carrots and sticks” approach is frequently employed at organizations-meet the numbers and employees get a bonus or if you achieve X, then we will give you Y. While common sense may tell us that rewards drive performance and motivation, this is actually not accurate, according to the research.
According to Pink, there is a gap between what science knows and what business does. But does this motivate employees? For Daniel Pink, the bestselling author of Drive, the answer is no. Organizations often reward its employees for performance by dangling “carrots” and other incentives to help reach business goals and objectives.
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