5 Best Ways To Praise Employees

　　 Is it possible for leaders to encourage their subordinates through the selection of "monthly best employees" and other projects to effectively enhance people's enthusiasm for work?

I suggest that it should be thought more carefully. Praise for employees should achieve the following results:

Encourage them to increase their confidence and self-esteem.

Praising positive work behavior, and

Reward their efforts and achievements, as well as

Build the power and passion that comes from within.

Just by virtue of a special parking space, or a small photo published in the newsletter, or even a gift card worth only $twenty, we can really finish this job. The answer is obviously No.

　　 The following are 5 effective ways to praise employees:

1, ask for their help. For leaders, seeking help from other employees may be the most effective way to enable them to recognize their abilities and values. What is the cause of this situation? The key is that the request makes us vulnerable: it means that we have weaknesses or lack of necessary skills. Asking for help from staff not only shows respect for them. major Skills also show the absolute trust of leaders.

Here, the key is to ask the request to be basically or totally independent of the job responsibilities and regard it as an individual's personal help. I once attended an internal meeting on whether to lay off staff. At the meeting, I put forward other alternatives to layoffs, but I did not get the support of most members. At the time of returning to the factory, the news of layoffs is already well known. Just before the whole factory meeting, an employee asked me, "so we have to lay off workers, don't we?" I did not confirm this point. I said, "I don't know how to tell you. What do you think we should say? "

　 He thought about it and then said, "just tell everyone you did your best. Then we'll talk about where we should go after we leave.

The actual situation is really so simple? The answer is obviously yes. Later, he told me how much weight it means to know that leaders are willing to understand their ideas and adopt suggestions.

2, ask for their views. Similarly, it is necessary to ensure content and staff. Operating duty Irrelevant. For example, do not ask "what do you think of improving work efficiency?" The right thing to do is to make use of their skills or opinions through other ways.

Let's take an example of an incredible human resource department employee. The first thing a leader should say is: "I admire you very much for your organizational skills. We really hope to clone you, so it will be much easier to work." Next, you can ask her whether she has her own views on the optimization of warehouse work, the simplification of the paperwork involved in recruiting new employees, and the effectiveness of data collection and processing in other departments. In doing so, we can not only get excellent ideas, but also realize that there are more effective ways to explore potential skills and abilities of employees than to simply say, "Wow, you are great."

3, grant them informal leadership. For leaders, the informal leadership of temporary team members will bring great benefits. Imagine if the boss said to you, "now that work is too busy, we have a big problem with our customers. If it is not solved, it will lead to Customer Loss. How many people can you help me to deal with? "

For leaders, giving employees informal leadership means trust in skills and judgment. More important tasks and higher implicit praise will greatly enhance their self-esteem.

4, the two sides work together to carry out the work. For bosses, they are not equal to their employees. Therefore, the effective way to explore employee value, especially for the company's unique value, is to work together to complete the task.

Many years ago, the boss once said to me, "in order to improve my language expression ability, I want to attend the lecture session training. Would you like to join me? It's good for us... "His request brought a sense of flattering to my heart that I would one day become a good speaker.

Of course, a leader's choice of projects does not necessarily need to be outside work. The key to the problem is that we need equal participation in doing things without the difference between the boss and the employees. After all, inequality leads to alienation, and equality means overall improvement.

5, learn the practice of price line company. After completing the work well, the leader should congratulate the relevant staff and let them choose the "prize" themselves. The leader can say, "you have done a very good job. What can I do to show the company's gratitude?" {page_break}

For leaders, they may be surprised at how simple the rewards of staff selection will be.

In the final analysis: for leaders, oral praise of employees will be very effective, but the effect of implicit praise will be better. Seeking help and advice, putting employees on leadership positions, ignoring class differences and working together... All of these are excellent ways to explore the real value of employees.

　 There is also a show of absolute trust - the highest level in all commendation.