Praise employees must come from the heart


People want to be praised, and praise can really show their value, that is, people want your praise to be the result of thinking. It can be said that praise is the result of thinking, that is, to really regard them as people worthy of praise, and that you have spent energy to think and come to the conclusion.


The value of praise or praise lies in sincerity. Don't think that praise is a panacea. When employees do not have good performance and achievements, it will be counterproductive to give them a compliment casually.

The words "sincerity" and "sincerity" seem redundant, but they are not. Your appreciation for employees must be sincerely, truly and sincerely expressed. If it is not sincere, people can see it at once.

1.Praise appropriately. Praise is an incentive method close to human nature, and proper praise will make your employees feel very happy. It is the most effective way to win and maintain goodwill, and it is also the strongest stimulant to promote others to continue their efforts.

Praise others with gentle words, which will give them an acceptance attitude. If one day you say to your employees, "the company is very satisfied with your work, you can work hard with peace of mind!" He will feel happier with this sentence than when you later increased his salary.

Proper praise requires that your appreciation of employees must be sincere, true and sincere. If it is not out of sincerity, don't say it. It is very meaningful for managers to express their appreciation in person, and it is more meaningful to send a thank-you letter in person than by mail. It is even more important to praise an employee directly in front of his colleagues.

It is worth noting that appreciation should not be excessive, something should be done for a reason, and rewards should be given at an appropriate time to recognize it. If you do it too frequently, this behavior will lose its importance and value, and it is a great honor to appreciate it.


2.Praise employees for their equal attitude. Putting down the "shelf" is a prerequisite for managers to praise employees. For employees, managers are inherently superior and have a relative advantage. If managers don't pay attention to their own "shelf" problems, and put on a high-flying attitude, they will draw a gap between themselves and their employees, making it impossible to communicate emotionally, and their praise can't be natural, let alone arouse the psychological resonance of employees.

3.Praise specific things. Praise employees to be practical, to achieve the purpose of communication without violating objective facts. If you really don't know each other, you can't communicate your thoughts for the time being. It's better to start with specific things and achieve emotional communication.

In fact, it is more effective to praise an employee for his specific work than to praise his ability in general. First of all, the praised employees can know what makes them praised, and the employees will do it better because of the praise of the managers. Secondly, it will not make other employees feel jealous.

If other employees don't know the specific reasons why this employee was praised, they will feel that they have been treated unfairly and even complain. Praising a specific thing will make other employees take it as an example and try their best to do their job well.


4.Praise comes from facts. Without factual basis, empty praise will not only not inspire, but will make employees distrust you. Once managers have empty praise, they will make employees feel that their boss is a hypocrite, and make employees feel teased.

When praising, the language should come from the heart, which is very serious. Can't give people a sense of artificiality and too casual. If managers are careless in praising employees, reading newspapers and drinking tea while saying a few words of praise, they will not have the effect of praise, but will arouse employees' resentment and think that you are perfunctory and disrespectful to him.


Over time, even when you praise employees seriously, employees will not care and ignore them. "People are not afraid of falling down, but they are most afraid that personality and prestige can no longer be built." And the "falling down" of personality and prestige is also in casual trivial matters.

Therefore, praise can't be ignored, and praise should show sincerity. When praising an employee, he must have a sense of identity. Therefore, praise should conform to the facts. Only when it is sincere and not excessive can it play a role in motivating employees.

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People are not afraid of falling down, but they are most afraid that personality and prestige can no longer be built

Well said 👏