In the workplace, it’s usually impossible to observe whether a consequence is a reinforcer. In fact, positive consequences are typically delivered when a person goes beyond the call of duty — meaning the target behavior is already at a high level of frequency, intensity, or duration. Therefore, these consequences only serve to support or maintain behavior, not reinforce it.
That’s OK. Rewards can make a person feel better, and this is a worthwhile outcome by itself. Plus, when rewards increase such internal person states as self-esteem, personal control, or optimism, they have beneficial indirect impact on desirable behaviors.