If supervisors were ask to listing all the ways they could encourage subordinates in their care to do better work, friendly genuine praise should be near or even at the top of the list. That sounds good in theory but do they really give praise and invest as much time looking for points their employees do well as they do in criticizing their errors or imperfections?
Authority can change a person’s character and be “heady” stuff, especially if they are not use to having this. The newfound authority has a tendency to go to people’s heads and in many cases; there is no way to stop it. fast and unquestioning responses through employees make it easy for managers in order to forget basic principles of management. If it so easy to make individuals do things I want, why quit, explain, and persuade? the reason why bother to ask for their insight and suggestions?
Many managers are under the impression that will to be stern, unyielding, plus uncompromising indicates toughness and show employees “who is in cost. ” When they are critical associated with mistakes made, they tend to be long and detailed, whilst praise, if any, will be short and sweet. controlling through authority and violence rarely succeeds and often window blinds managers to the need for management and principles of good human being relations.
Contrary to many managers thinking, providing sincere praise, does not weaken the authority they have. People respond to warm appreciation and a pleasant attitude a lot more readily than to most other forms of motivational techniques. When people are doing a good job and take pride in their work it is easy to take them for granted, because they do not need continuous supervision. It takes a determined effort by the manager to remember them and to offer compliment.
Most workers do not need to be praised all the time, but they do need to know that the work they are doing is suitable and appreciated.
Managers take much of the credit score and give much of the blame in order to employees, while leaders do the opposite. The employees are given the particular credit and the leader requires the blame. Easy to say yet hard to do because everyone has a need to be praised for a good job and shine in their function.
Only specific, genuine, ardent praise should be given to the employee when warranted. This type of compliment give people an internal glow and it makes them want to go the extra mile. It is motivational compliment and well deserved. It is a way of letting people know, no matter how low on the organizational graph they are that they are a highly valued member of the team and their function is important.
compliment is a terrific motivational device and is summed up by a beautiful Chinese quote, “A bit of perfume always clings to the hand that gives flowers. ” When the manager provides praise, they become leaders and by giving the well-deserved awards, it elevates them to success also.
Gaylen is the Director associated with Sales for Varsity companies, a full service facility service provider. For free information on How to Clean in a Minute write: gthornton@varsitycontractors. com
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