| Abstract: Feedback is one of the widely used and studied interventions in Organizational Behavior Management. It has been shown to be even more effective, in increasing performance, when accompanied with performance-contingent rewards (Johnson, Dickinson, & Huitema, 2008). The purpose of the current study is to assess the cumulative effect of incentives, feedback, and coaching. Johnson (2013) pointed out that the effectiveness of feedback often depends on how it is implemented. Research studies have shown some of the attributes of a good feedback system. It must contain some element of evaluation and must be individualized whenever possible (Johnson, Rocheleau, & Tilka, 2015). What is missing from the literature are the social components involved in effective delivery of feedback, and coaching on those components. The phases of the study include baseline, incentive, incentive and feedback, and incentive and coached feedback. The incentive component of the research involves rewarding employees with $4 for every additional product made above a target number, in addition to their hourly pay. The two other phases are yet to be implemented. Feedback will be given by the supervisor in the incentive and feedback phase. In the final phase, the supervisor will receive coaching on the proper delivery of feedback. |