A recruitment-of-praise package to increase productivity levels of developmentally handicapped workers.

Three adults with developmental delay worked in a sheltered workshop.

Each got a small package: set a daily goal, count their own pieces, ask the boss for praise, and give themselves a happy-face sticker when they hit the goal.

The researchers watched output across days to see if the package raised productivity.

Two workers made more items after the package started.

The third worker made fewer items, not more.

Staff and workers all said the plan was easy and fair, even with the mixed results.

Green et al. (1987) tried self-monitoring earlier and saw gains in job initiative. Their adults learned new tasks faster over time, while G et al. saw one worker slide back. The difference may be that L et al. added discrimination training, not just praise.

Reid et al. (2003) later flipped the idea: instead of workers tracking themselves, job coaches tracked how often they gave choices to workers. Their outcome-management package kept staff on track for a full year, showing the same pieces—goals, data, feedback—can work on either side of the workbench.

Seward et al. (2024) ran a 2024 game where adults with disabilities counted steps and earned tokens. Every player walked more, unlike the one worker here who produced less. The game used team competition, which may have added extra oomph the praise-only package lacked.

If you run adult day programs, try the four-piece package, but watch each worker closely. If output drops, add extra pieces like discrimination training or peer competition. Track daily numbers so you can pivot fast.