The purpose of
praise , at work, is to increase employee morale and employee productivity. The
purpose is not to get employees to like you, or to make the employee
with a bad haircut feel better. Praise is not the same as a
compliment. Telling an employee that their skills at resolving
customer complaints is a valuable asset to the company is praising effectively
.
Target your praise to specific accomplishments, and not to
general work. Praise helps reward
the employee for hard work, and
increases the chance that they will continue to make great presentations
. Asking an employee for their input or feedback is another
way to target your praise. When you ask an employee for their advice, you are
praising their intelligence.
In order for praise to work you need
to be sincere and honest about it.
Praising an employee too frequently waters down the effectiveness of your praise; on the other
hand, praising too little is also ineffective. At a minimum praise
each employee once a month. Certain employees may require more
praise than other employees. Adolescents generally need more praise
than adults, new employees need more praise than experienced
employees, and employees lacking confidence
require more
praise.
Public method of praise
is helpful to
improve the morale of all the employees. A brief mention at a meeting, a note in
a company newsletter, or a note to their supervisor are all methods of simple
public praise.
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