Silk Mei-ting underwear: how employees become mistakes for the incentive to change
Reward and punishment are fundamental principles, yet their implementation is far from simple. Modern management theories like Theory X and Y reflect different views on human nature—whether people are inherently good or bad. If we assume people are good, the focus should be on incentives, using motivation to inspire employees and boost productivity. If we believe they are bad, then punishment becomes the main approach, aiming to regulate behavior through discipline and ensure compliance with rules, thus improving efficiency.
In practice, most organizations use a mix of both rewards and punishments. However, some leaders struggle with either one: some are skilled in motivation but not in discipline, while others excel at punishment but fail to inspire. A common mistake is assuming that non-punishment lacks seriousness or fails to uphold authority. In reality, there's a smarter way—transforming punishment into an incentive.
Take the case of Silk Mei-Ting Underwear. When employees make mistakes, instead of just punishing them, the company uses these moments as opportunities for growth. This approach turns negative experiences into positive ones, encouraging employees to learn and improve rather than feel defeated.
For example, consider an employee who was highly talented but often clashed with her supervisor. She raised concerns about workflow inefficiencies, but her feedback was ignored. Eventually, she violated a rule and was criticized emotionally, leading to a conflict and her resignation. The situation escalated, and the manager decided to fire her. But when the issue was brought to me, I took a different approach.
Instead of immediately reprimanding her, I listened. I asked her to explain the situation and engaged her in a conversation as an equal. I found that her concerns were valid, and the workflow indeed needed improvement. By showing respect and understanding, she gradually softened her stance. She admitted her mistake and even agreed on a lighter penalty. We also revised the workflow based on her input, and she accepted the consequences with gratitude.
This experience taught us that punishment doesn't have to be harsh or demoralizing. When done right, it can reinforce trust, encourage self-reflection, and motivate change. Employees who feel heard and valued are more likely to take responsibility and improve.
At Silk Mei-Ting, we redesigned our penalty system by adding a message: "Error correction is to better advance correctly." We also changed the term "penalty list" to "improvement list," making the process more constructive and less intimidating. This small adjustment shifted the tone from punitive to supportive, helping employees see mistakes as opportunities for growth.
Punishment, when handled with care, can become a powerful tool for development. It’s not just about enforcing rules—it’s about fostering a culture where employees feel respected, motivated, and inspired to do better. Leadership is about turning challenges into opportunities, criticism into encouragement, and mistakes into lessons.
In conclusion, effective leadership isn’t just about managing people—it’s about transforming their mindset, turning negatives into positives, and creating a work environment where everyone can thrive.
SHAOXING OCEAN CO., LTD , https://www.sxgarments.com