Praise the words of outstanding employees

1, public nominations and nominations

The team members have one characteristic: if a phenomenon is praised at a meeting, rather than a person, many people will sit in the right place and think that they are the main body of this phenomenon, so the boss praises himself; otherwise, if it is a criticism of a phenomenon, Most people think that they don't have this phenomenon, and the subject of criticism is not themselves. Therefore, public refusal to praise a phenomenon can be used to praise the purpose of many individuals and inspire many people. If public criticism of a phenomenon, I hate this phenomenon, the more you say the more gas, even the violent thunder, but can not achieve good results, in the end how to criticize others, the author will explore in future articles.

There are two points to note: the above is public, and there must be no direct nomination. If you nominate directly, you will not be able to achieve the marginal effect of praise. It will also make the praised person feel awkward in front of all the colleagues. The praised employee not only does not thank you, but blames you, complaining about why you took him out to smother? Blame you for taking him out of the group. The same is true of the fact that it is easy to list this person as an object that everyone is far away from in public. This is not a good reason to analyze it carefully, but this is the characteristics of the Chinese. The careful manager can discover this law with a touch of imagination.

2, one-on-one oral praise

The most effective way to really encourage someone is to have one-on-one face-to-face praise. This kind of praise can not only be praised, but also often used for false recognition. In other words, it is not only used to praise someone's performance and behavior, but also to affirm the person's previous work and encourage future work. The enthusiasm of employees' work often comes from the affirmation of their superiors, and there are many ways to affirm: such as promotion, salary increase and other major praises, oral praise is also an important way. False praise really encourages that the comprehensive performance of a person is not very outstanding, but it belongs to employees with relatively high comprehensive quality. For various reasons, they have not been able to exert the best energy. Such people need to use encouragement to mobilize work status for me. Used. Tell him face to face: Some of his actions are very good, as long as you continue to work hard, you will be able to achieve better results.

3, by the mouth of the boss

This kind of praise is suitable for core team members and old team members. As a member of the core team, it will be in a relatively stable stage, and the work will not change much. After all, it becomes a manager-level person. It is not every year that there is such an opportunity, that is, there is an opportunity for a competitive manager, and the competition is fierce. The degree is also conceivable. The core team members have grown up with the encouragement of the manager for many years. Once they become the core team, the same encouragement language from the same person will naturally lose influence. But all managers know that the morale of the core team must be high in order to lead the entire team to victory.

This requires the manager to be good at using his boss. The opportunity for the head of the headquarters to visit the market and meet the sales team is very valuable. As a manager, you must make full use of the once-in-a-lifetime opportunity to do two things: first, encourage team morale, and second, encourage dealer morale. Of course, it is best to fight for some. The support of resources, as for how to get resources from the boss, the author will explore in future articles. Every time I saw my boss, I reported to someone about the excellent performance of someone. After that, I asked my boss to affirm this performance in his communication with him, and encouraged him to continue his efforts. The head of the headquarters has been paying attention to his growth. This serves the purpose of encouraging the core team that the manager himself cannot achieve.

In daily work, managers should be good at discovering and accumulating the advantages of their subordinates. Don't be sorry for their praise, but don't praise them at will. Commendation is a tool and an art. Every manager must be eager to grasp, not only the principle of the above three points of praise, but also be good at encouraging team morale with praise.