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Edited by ArtFul, Gianca, Maluniu

Motivate your staffers with honest appreciation of their work by knowing how to commend employees with sincerity and timeliness. Use your praise to inform your staffers what they are doing right, and encourage them to keep on doing it. This will help them feel important, recognized and worthwhile to your company.

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EditSteps

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    1
    Know the keys to good employee praise.
    • Make sure that it is timely. Don't wait two months after the fact to commend an employee.
    • Be more detailed than just saying, "Good job."
    • Tell how this person's actions affected your department or the company as a whole.
    • Smile, shake the person's hand and make eye contact.
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    Give praise convincingly when praise is due. Gauge your amount of praise based on if it was the completion of a routine assignment or if the person went above and beyond what was necessary to complete the task.
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    Commend people who also do routine tasks. They are part of the group that makes the whole team successful, so praising them can boost morale and production if done appropriately.
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    Base your praise approach on the personality of the employee. In turn, use each time you praise a person as an experiment to make sure that person is receptive to that type of praise. Adjust as necessary.
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    Know and take advantage of the benefits of praising your employees and staffers. Praising can lead to improved communication, decreased turnover at your company, increased enthusiasm, less waste of time or materials, higher quality work, increased loyalty to your company, less conflict and improved morale.
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    Avoid common praise mistakes so that your actions are productive for the company.
    • Don't let your praise imply evaluation of the employee. This can cause stress for certain people.
    • Don't let your praise be worded so as to emphasize the status difference between you as the supervisor and the employee under you.
    • Don't use insincere praise to lead into criticism. Some people choose praise to sugar coat blame or bad things, but that should only be done minimally so as not to elicit a fear response when you actually do want to commend someone for a job well done.
    • Don't let your employees become dependent on praise to keep their motivation to do a good job.
    • Make sure that if it was a team effort that you praise the team and not just a few employees. Singling out a person or two when the efforts took the entire team can be insulting to the others who worked hard, and it can cause resentment against the employee or employees being heaped with praise.
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EditTips

  • Insincere praise can be even worse than no praise at all, so make sure that what you are communicating is factual of the accomplishment and appropriate for the situation. Also make sure that your words aren't too flowery as this can make your praise seem insincere.
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Article Info

Categories: Leadership and Mentoring | Management Skills

Recent edits by: Gianca, ArtFul

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