Using Scorecards and a Lottery to Improve the Performance of Behavior Technicians in Two Autism Treatment Clinics

Griffin et al. (2019) tested two ways to lift technician performance in two autism clinics. First they handed out weekly scorecards that showed each tech's key numbers. Later they added a small lottery: any tech who hit the target entered a draw for a $10 gift card.

The study ran in the real world, not a lab. No extra training, no new gadgets—just feedback and a chance to win coffee money.

The scorecards alone gave a small bump. Adding the lottery gave a second, slightly bigger bump. Neither change was huge, but the gains held while the system stayed in place.

Hart et al. (1980) got a giant 60% drop in factory safety hazards with plain feedback plus praise. Griffin’s clinic boost was far smaller. The gap likely comes from setting: heavy industrial work gives clearer, life-or-death feedback than everyday ABA tasks.

Nielsen et al. (2009) also used video feedback with nurses. Like Griffin, they saw modest gains that faded when feedback stopped. Both studies warn: keep the feedback coming or expect back-slide.

Littin et al. (2025) paired token-style schedules with classroom aides and hit strong fidelity gains. Their tighter, programmed rules may explain why their staff jumped higher than Griffin’s lottery group.

If you run a clinic, start with simple scorecards—cheap and easy. Want a little more? Add a lottery, but keep prizes small and frequent. Just know the lift will be modest; you may still need coaching or programmed checks for bigger change. And whatever you pick, plan to keep it alive—when feedback stops, behavior slides back.