Escaping the Reward Trap With Özgür Bolat

Have you ever tried dangling a carrot to get a desired behavior out of someone—whether it’s offering points to your kids for clearing the dishwasher or dangling a bonus in front of your sales team—only to feel like you’ve created a transactional nightmare?

You’re definitely not alone! In this episode of Allyship in Action, I sat down with education scientist and author Dr. Özgür Bolat to unpack why our obsession with extrinsic rewards so often backfires.

Drawing from his insightful book, The Reward Trap, Özgür helps us realize that while carrots might get temporary compliance, they secretly erode intrinsic motivation, trust, and genuine ownership.

We had a candid, funny, and deeply relatable conversation about breaking free from the points system mindset at home and work, shifting our focus from control to true connection.

Key Themes & Highlights

Compliance vs. True Ownership: Extrinsic motivators like bonuses or points might get a task done, but they fail to foster genuine engagement or long-term commitment.

“Rewards work if you want compliance. But if you want real ownership, real intrinsic motivation, real engagement and commitment, it may not work.”
The Hidden Costs on Trust and Fairness: Over-relying on rewards often triggers feelings of unfairness among peers and erodes trust between managers and employees or parents and children.

“When there’s a competition, when there’s a winner, always there are some people who complain. As your manager, I start to think: Julie had the capacity… but she only did the bare minimum. Why? Then I will lose trust in you.”
How Rewards Narrow Creativity and Learning: Extrinsic incentives focus attention strictly on the immediate payout, leading people to take the easiest path rather than exploring creative solutions or deep learning.

“When you offer a reward, you narrow that focus. If you offer a reward for creative work, you know what will happen? You will treat it as a mechanical work. Rewards can increase quantity, but not the quality.”
Shift from Control to Connection: True motivation comes from understanding underlying barriers, fostering agency, and creating shared values rather than imposing transactional rules.

“In punishment and rewarding, you only care about one thing: outcome and consequences. You care about controlling. Beyond rewards, we move from control to connection.”

Actionable Takeaway. Instead of reaching for a reward or a penalty the next time someone struggles with engagement, pause and move from control to connection: ask open-ended questions to uncover the root cause of the hesitation, validate their experience, and collaboratively design a solution that builds internal ownership.

Follow Ozgur at https://www.ozgurbolat.com.tr/

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This post was previously published on Next Pivot Point.

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