Chapter 17 Chapter 16 The Art of Praise

Inspiration is like sunlight to the warming human soul, without which we cannot grow and blossom.But most of us are just quick to avoid the cold words of others, and we ourselves are too stingy to give others the warm sunshine of inspiration. - Jess Rael Money has a potential power to influence people's behavior. A good manager will consider giving higher salaries to his subordinates, because high salaries are a never-fading trick for recruiting outstanding talents. Generally speaking, as long as the material needs of subordinates are met, higher wages are paid, and as long as the work is not particularly hard, subordinates are happy to do it.High wages are more attractive to employees.Of course, we do not deny that some companies have low wages, but their employees are relatively stable.Managers should also understand the truth that true geniuses should be priceless, even if they cost tens of thousands of dollars.

There is such a story.A graduate student in Switzerland successfully developed an electronic pen and a set of auxiliary devices, which can be used to correct infrared photos taken by remote sensing satellites.This major invention immediately attracted the attention of the whole world.After hearing the news, a large company in the United States immediately sent someone to find the graduate student, and asked him to go to the United States to work and study under the condition of favorable remuneration.At the same time, some companies in Switzerland also wanted to keep him, so all parties launched a fierce competition for talents.These companies have to pay him a high salary, and the battle for talent is fierce.Finally, the shrewd and bold representative of the American company said: "Now we will not add it. When other companies add it, I will multiply it by five."

Although compensation is not the best method, it is often the most effective tool for motivating employees and retaining talents. Salary can provide a kind of guarantee and can give employees a kind of relief. This is like a farmer who has a piece of good land. When the weather is good, it can guarantee him a good harvest every year.Salary can meet people's basic living needs, and money can buy people the necessities of life they need.In a self-sufficient society, people can produce most of the necessities of life themselves, while in today's highly commoditized society, everyone works for money, we need money to buy everything we need, we need money to pay for it our daily expenses.Only when the salary can meet the basic living needs of employees can employees feel safe, and employees will be kept in their original positions to continue working. Otherwise, employees will consider other job options.

The forms of incentives are divided into spiritual and material.Spiritual incentives are used to meet "psychological needs", and material incentives are used to meet "physiological needs".Because material is the foundation and basic condition of human existence, food, clothing, housing and transportation are the most basic needs of human beings. In this sense, material interests have eternal significance to human beings and are an eternal pursuit. Modern psychological theory holds that human behavior is a controllable system.With the help of psychological methods, conduct research and analysis on human behavior, and give affirmation and incentives, so that behaviors that are beneficial to production and society are recognized, and the purpose of directional control is achieved and strengthened, so that the motivation can be maintained , to promote the maintenance and development of these behaviors.

Wages and benefits are the most important form of material incentives, which are an indirect way to meet needs.In a sense, wages and benefits are not only the satisfaction of material needs, but also the satisfaction of spiritual needs.This is because it also serves as a badge of status, a source of self-esteem and a guarantee of security.Some foreign companies attach great importance to material incentives, and believe that this is an important means to stimulate people's motivation and mobilize their enthusiasm.Procter & Gamble was on the list in the survey report of the Swedish survey agency "Fifty Most Popular Companies for MBAs".Coincidentally, Procter & Gamble still ranks among the best in a recent survey report on "the most popular foreign companies among Chinese college students".One of the important reasons why Procter & Gamble is so popular with employees is that Procter & Gamble provides employees with relatively competitive salaries.Every year, Procter & Gamble invites internationally renowned consulting companies to conduct market research, including the salary levels of similar industries and the salary levels of well-known multinational companies.Then adjust the salary level in time according to the survey results, so that P&G's salary can be sufficiently competitive.

I remember a scholar said that enterprises not only need to keep people with career and relationship, but also need money and welfare to keep people.After studying the data of the past two decades, a foreign polling organization found that in all job classifications, employees regard wages and benefits as the most important or the second most important indicators.Wages can greatly influence employee behavior - which companies to work for and whether they do well. Therefore, how to make employees get the greatest satisfaction from salary has become a topic that modern enterprise organizations should strive to grasp.Managers should provide employees with competitive salaries, so that they will cherish this job as soon as they enter the door, and try their best to use their abilities.Companies that pay the highest wages are the best at attracting and retaining talent, especially top performers.This is especially necessary for leading companies in the industry.Higher compensation leads to higher satisfaction and lower turnover.A well-structured and well-managed pay-for-performance system should be able to retain top performers and weed out poor performers.

Mary Kay, a famous American entrepreneur, once said: "For subordinates, the most powerful way of affirmation does not cost money, and that is praise. We should always praise others as much as possible. above reaction." Indeed, at work, everyone cares about their boss's evaluation of themselves, and the boss's praise is the best reward for subordinates.As a leader, learning to praise your subordinates will motivate them to work harder.The ones who benefit the most here are naturally the leaders. During Napoleon’s time, soldiers who achieved military exploits would receive a medal from the emperor. Many soldiers fought bravely for this honor. "

However, praise of subordinates should be based on facts and in line with the principle of fairness.As a leader, you should also let go of your airs and skillfully push your subordinates to the center, so that you can move your subordinates. Praising subordinates should not make people feel abrupt, let alone praise indiscriminately regardless of the occasion. An excellent leader must be able to choose different words to care for and considerate subordinates on different occasions. This is undoubtedly the highest praise for subordinates. Will receive better results.So how can you successfully praise your subordinates?

(1) Seize different opportunities ①Say congratulations on subordinates' birthdays Modern people are used to congratulating birthdays.On birthdays, family members or close friends usually celebrate together, and smart leaders will "seek every stitch" to make themselves a part of the celebration ceremony.And while congratulating, naturally praise the subordinates. Lao Zhang of a certain TV station is an old editor who always works diligently in obscurity.On his birthday, all the staff in the room celebrated him. The director of the news center said in his congratulatory message: "For many years, Lao Zhang has worked diligently in obscurity, and is willing to contribute, but he has never fought for honor or credit. Today is your On behalf of the whole room, I would like to congratulate you and present you with a big cake." Lao Zhang was very moved by the words of the director, and he felt that this was the leader's affirmation of himself.

Some leaders are accustomed to this trick, and every time they praise, they can leave an unforgettable impression on their subordinates.Maybe the subordinates couldn't appreciate it at the time, but once the leader changes and there is a difference, he will naturally think of you. ② When subordinates are sick, say some words of praise and comfort An ordinary subordinate fell ill. When his leader went to visit him in person, he said something from his heart: "Usually you can't feel how much contribution you have made when you are here. Now without you in the post, I feel that the work is useless." You got a clue and panicked. You must rest assured to recover from your illness, we all hope that you will go back soon!"

Some leaders do not pay much attention to visiting their subordinates. In fact, the subordinates are "in Cao Ying and their hearts are in Han". As a good medicine, if the leader doesn't come, he can't help muttering: "Usually he would just pretend to praise me for my hard work, but now that I'm sick like this, he doesn't care. Kill the donkey, you heartless fellow!" ③Talking with subordinates should pay more attention to them A happy and harmonious family and a relaxed and affluent life are undoubtedly the guarantee for subordinates to do a good job.If something happens to a subordinate's family, or life is very difficult, but the leader turns a blind eye, then no matter how good the subordinate's praise is, it is tantamount to hypocrisy. There is a cultural company whose employees and leaders are either bachelors or live in other places. It is these people who run the company prosperously with enthusiasm and hard work.The company's leaders were very happy and satisfied, but they did not confine themselves to spouting and spitting verbal praise, but learned about the life difficulties of the employees during the conversation.When the leader learned that the employees had difficulty in cooking for themselves and eating was inconvenient, they set up a small cafeteria by themselves to solve the problem of employees eating.When employees are eating delicious meals in the company's small cafeteria, can they not realize that this is the leader's consideration for them?Can you not appreciate the love and care of the leaders? ④ Take advantage of welcome and farewell opportunities The job transfer of subordinates is a common occurrence. Don’t careless leaders always think that it’s just a novice or an old subordinate?Come and go freely, come as you wish, and leave as you wish.This kind of thinking is very undesirable. A leader who is considerate and caring for his subordinates is very different from the "talking giant" leadership approach.On the first day when a subordinate comes to report to work, the "verbal giant" leader will also come over to say hello: "Xiao Chen, you are a talented student at ×× University, you will not be treated badly if you come to us, pack up your office equipment and get ready for work! " A smart leader will quietly pack up the desks, chairs and other utensils of the new subordinates, and then say: "Xiao Chen, everyone welcomes you, a college student, to share weal and woe with us, and all the office supplies are prepared for you. Look See if you need anything else, just bring it up.” Saying this will make the new subordinates full of gratitude and feel comfortable working under such a leader. (2) Pay attention to a few points when praising subordinates: ① To control the jealousy of others; ②Be justified and convincing; ③ Be sincere; ④ Equal opportunity. The boss's praise is the spiritual motivation for the subordinates to work, and it can motivate the subordinates, but the specific operation skills must be mastered. (3) A few tips to praise subordinates ① Praise with clear reference and reasons For example, "Lao Li, the way you handled the customer's check-out problem this afternoon is very appropriate." This kind of praise is your recognition of his talent.If you can give reasons when you praise, you can make the other party understand that your praise is sincere.For example: "Xiao Zhang, your hard work today was not in vain. You won a business for the company. I thank you on behalf of the company. You are now the backbone of our department's business." ② Praise must be sincere Avoid empty, rigid and formulaic compliments, or mechanical discourse without any emotion, which will make people feel insincere. ③ Praise for things but not people The best way to praise others is to discuss the facts, which things are done well, and what is worthy of praise. Only by being specific and knowing the details can the person being praised be happy and easy to arouse emotional resonance. This kind of praise can enhance the other party's sense of accomplishment.For example, "The opinion you put forward at the meeting today to maintain the reputation of the hotel is very insightful." This kind of praise is more objective and easy to be accepted by the other party, and it also makes the other party feel that the leader's praise for him is sincere. ④ Praise at any time, with a clear tone The boss should praise the employee for doing a good job in time. If it is delayed for several weeks, the time has passed, and the late praise has lost its original flavor, and it will no longer be exciting and exciting, and the praise will lose its meaning. Praise when it is time to praise, and do not mix the language of criticism in the praise. This kind of praise is the same as "strike while the iron is hot". It is easy to be accepted by the other party and plays an encouraging role. ⑤Fully affirm the labor paid Lao Liu, director of the editorial department of a certain newspaper, is very good at praising his subordinates at the right time.He knows that the power of praise is huge, and praise can motivate his subordinates to keep working hard and achieve better results. Reporter Xiao Gao won the first prize of the annual news article in a competition.After getting back the certificate, Lao Liu immediately gave Xiao Gao a high evaluation: "Xiao Gao, it's good. I've read your manuscript, and the writing is fluent and the point of view is outstanding. If you work hard, you will develop a lot." This kind of praise makes the subordinates realize their own value, so they are full of confidence in themselves. At the same time, it also makes the subordinates understand the leader's affirmation of their hard work and hard work, creating a "sense of confidant". ⑥ Praise don't reward and punish As a boss, general compliments seem to be very similar to work summaries, first praise, then turning words such as but and of course.Such dialectics and comprehensiveness may make the original praise lose its effect.Praise and criticism should be separated and not confused. It may be more effective to find a suitable opportunity to criticize afterwards. In a word, for the leader: Praising subordinates does not need to take many risks, let alone spend much capital or cost, but it can easily satisfy a person's sense of honor and accomplishment, and thus serve as a motivation to motivate subordinates to work hard, then Why not be a smart leader? A successful leader should be good at stimulating the desire for self-transcendence in subordinates, because this is indeed a reliable way to inspire people to accept challenges. Al Smith used to be the governor of New York State. He once successfully used his competitive spirit to create a miracle. At one point, Smith needed a strong strongman to lead Sing Sing Prison, the most notorious prison west of Devil's Island, which lacked a warden.This is a tricky business. After much deliberation, Smith settled on Lewis Lawes of New Hampton. "How about going to lead Sing Sing Prison?" Smith casually asked Routh who was summoned, "There needs an experienced person to be the warden." Rouse was taken aback. He knew the enormity of the task.He had to think about his future and whether it was worth the risk. Seeing that he was hesitant, Smith leaned back in his chair and said with a smile, "Are you scared? Young man, I don't blame you. This is a difficult position, and it needs an important person to carry the burden!" This remark made Routh so competitive that he eventually accepted the challenge and remained in Sing Sing Prison. Later, Laws reformed the prison, helped criminals to be a man again, and became the most prestigious warden at that time. He created a miracle.This miracle itself can also be said to have been created by Smith's skillful use of competitiveness to stimulate the potential of his subordinates. It is human nature to be competitive and challenging.For many jobs, as long as you are good at motivating, they will definitely do it with the greatest enthusiasm and do these jobs well. There is a heating machine factory, the manager is very anxious because the employees have not been able to meet the quota.To this end, he used almost all methods, said all the good things, encouraged and made wishes, and even used the threat of "if you can't meet the target, you will be fired", but it has almost no effect. In the end, I had to report truthfully to the general manager.Afterwards, the general manager walked into the factory.At that time, the day shift was about to end, and he asked a worker, "Excuse me, how many heaters did your shift make today?" "Six." The worker replied.The general manager didn't say anything, just took a piece of chalk and wrote a big Arabic numeral "6" on the floor, then turned and left the workshop.When the night shift worker took over the shift, he saw the word "6" and asked what it meant. The day shift worker who was about to take over the shift said: "The boss came just now, and he asked us how many heaters we made. We said 6." , and he wrote it on the floor." The next morning, the general manager came to the factory again. He saw that the night shift workers had erased the "6" and wrote a big "7".Of course, the day shift workers saw the big "7" when they took over.They did not show any weakness, and worked hard with anger.When they got off work that night, they left a demonstrative oversized "10" on the floor.Obviously, things are gradually getting better.Soon the factory, whose output had been lagging behind, finally made a big improvement. For leaders to get their job done successfully, they must create competition and arouse the desire to outdo others. Many leaders do not see the advantages of their subordinates, but focus on their shortcomings, and even magnify them infinitely. Therefore, in his eyes, the subordinates are all incompetent.And he, in the end, can only be a mediocre leader.Therefore, we often hear leaders at all levels and even workshop team leaders lament: There are so few people available!In fact, don't complain about the incompetence of your subordinates. No matter how many deficiencies or even shortcomings your subordinates have, there must be something shining in him. What you lack is the pair of insightful eyes to discover the shining points of your subordinates. Everyone has advantages and disadvantages. How to look at a person's advantages and disadvantages, although there are objective criteria for judging, has a considerable relationship with the perspective of the observer.If you look at people with a gloomy mind and focus on their shortcomings, then you will naturally see more disadvantages than advantages, and more disadvantages than advantages.If you look at people from a positive perspective and focus on their strengths from another angle, then what you can see must be that the advantages outweigh the disadvantages, and the advantages outweigh the disadvantages.For a brilliant leader, he should be good at digging out the shining points of his subordinates, arouse their talents, and use them for me. When employing personnel, managers should first look at their strengths and then their weaknesses. The beheading of Ma Di was a tragedy caused by Zhuge Liang during the Three Kingdoms period.It is said in history that Ma Di was "extraordinarily talented and good at discussing military strategies". He was a very good staff officer and a talented assistant. Fight against each other, and finally lead to a disastrous defeat. As a leader, you must learn to see and use the strengths of your subordinates, develop them, and create favorable conditions for them to fully utilize them. There is a department manager in a certain company. Recently, his department transferred a person named Li Jie. Others commented on Li Jie: "I am always late, I don't work hard, I am self-centered, and I like to leave early." At first, the manager I suggested to the company to transfer Li Jie to another department, but the leader did not change his decision, and hoped that the manager would guide him well. As others have commented, on the first day of work, Li Jie was five minutes late, left work five minutes before noon to eat, and ten minutes before the bell rang, he was ready to leave work, and the next day was the same. The manager observed for a period of time and found that Li Jie lacked the concept of time, usually worked alone, had an indifferent attitude, and rarely dealt with colleagues.But after observing Li Jie's work carefully, the manager found that his efficiency was excellent, exceeding the general standard, and the finished product was excellent, and he could pass the quality control department smoothly. The manager didn't say a word about Li Jie's late arrival and early departure, but just greeted him with a smile, and never objected to Li Jie's early lunch, which made the other party feel sorry.Li Jie thought to himself, why did Manager Wang never object?The manager in the past probably would have thrown a tantrum at me for my behavior, at least a few reprimands, but the current manager has no reaction. Feeling uneasy, Li Jie finally decided to go to work on time on Monday of the third week. The manager standing at the door saw him and greeted him with a more pleasant tone, and then said to Li Jie who changed into work clothes: "Thank you for being on time today." Going to work, I have been looking forward to this day. Since these days, your grades have been very good, and you can be regarded as the champion of the unit! You are really a first-class technical talent, and you work very fast. If you continue to work hard, you will definitely get an excellent award. Outstanding, I hope you can reach your potential, but for your future I think you should abide by discipline." Although Li Jie didn't get rid of all his shortcomings immediately, he was almost a different person in terms of adhering to get off work hours and working emotions. It can be seen that praise can change a person and can effectively motivate subordinates. Praise is the best motivation to push people up.One cannot live without praise.Those who are overwhelmed by feelings of inferiority, those who are cautious and suspicious, are often the result of a lack of praise in boyhood.Praise is like sunshine to the human soul, without which man cannot "flower and bear fruit". Never think that it is unnecessary to praise subordinates.If you are good at discovering the shining points of your subordinates and giving them praise, you can effectively motivate them to work for you. At the same time, you will also feel the gift of life. The hard work of your subordinates will allow you to reap the fruits of success. Appreciating friends can make friends closer; appreciating colleagues can make the relationship between colleagues more harmonious; appreciating subordinates can make the relationship between superiors and superiors more harmonious. Appreciation is an art, but it also requires skill.Appreciation should pay attention to the following points: (1) Specific behaviors to be clearly appreciated If the purpose of appreciation is not clear, people will not understand your appreciation, and if they don't know what it is to get your appreciation, they don't know what to play.Vague compliments can cause confusion and be perceived as rhetoric. (2) Avoid judging others Appreciation should be expressing one's own views and feelings.Judging others makes people feel in a passive position, which seems to imply the other party's subordinate status, a position of being judged and led. (3) Be sincere Appreciation must be sincere, from your heart, from your heart.Sincere appreciation will be accepted and understood.Pseudo-feeling and coping praise will make people understand from the negative side.There are only two results of appreciation: one is to be affirmed, and it will be accepted; the other is to be denied, which will be considered irony. (4) Show your respect Since it is appreciated by you, it should be an act that you admire and respect.So show your respect when expressing appreciation.Otherwise, the other party will think that you are not sincere and you are telling lies. (5) Don't "But..." Don't follow the praise with "but...", if the praise is followed by criticism, it means that the previous praise is not sincere, but added for the later criticism. (6) The language should be natural and fluent Appreciation language is unnatural, not fluent, intermittent, sometimes high and sometimes low, making people feel that it is not from the heart, not a confession from the heart, but a parrot. (7) The words of appreciation should be appropriate Don't exaggerate, show your appreciation on a factual basis.Improper use of words will be seen as flattery, or misunderstood with ulterior motives.This point needs special attention when communicating with superior leaders.When the status is equal, it is best to use a roundabout way of appreciation, so that the other party will accept it more easily.If the language is full of humor and expressed in laughter, it will be more conducive to acceptance. (8) The language should use a unique way of expression Appreciating language is about expressing ordinary things in unique ways.Refreshing, impressive, long-lasting. (9) Understand the needs of the other party To express goodwill and appreciation to the other party, you must understand the other party's personality, self-cultivation and habits.Different personalities, accomplishments, and habits have different acceptance of language, so we need to use different languages ​​and different ways of expression according to different objects.Otherwise, well-intentioned appreciation may also lead to unexpected deadlock. There are many ways to appreciate. In addition to expressing appreciation with words, you can also use non-verbal ways, such as nodding, smiling, shaking hands, and giving thumbs up.Actions can also be used to express appreciation, such as giving gifts, having lunch, increasing bonuses, and promoting.But language appreciation is more applicable and takes less risk. Praise should be specific and avoid vague words. Praise is an effective way to arouse enthusiasm, but sometimes it makes subordinates feel disgusted if it is not used properly.Therefore, when a leader praises a subordinate in a conversation, the words and sentences should be carefully considered and should be clear and specific. For example, some leaders use such vague evaluations when they praise subordinates: "You are an excellent worker", "You have done a good job", etc. In fact, it is useless to praise in this way because they do not clearly Praise for the reason for the review.Sometimes subordinates even have misunderstanding, confusion and embarrassment because of this, and even the relationship deteriorates. It is generally believed that the more specific the language is, the more effective the praise will be, because the subordinates will think that you know him better and respect his strengths and achievements more. Chrysler built a car for President Roosevelt because he was paralyzed and could not use a normal car.Mr. Chamberlin, an engineer, sent the car to the White House, and the president immediately expressed great interest in it. He said: "I find it incredible that you only need to press the button, and the car will start. It is effortless to drive. It is wonderful." His friends and colleagues were also admiring the car, and the president praised in front of everyone: "Mr. Chamberlain, I really appreciate you spending time and energy on developing this car. It is a great thing." The president continued to admire radiators, special rearview mirrors, clocks, special lights, etc. In other words, he paid attention to and mentioned every detail, and he knew that the workers had put a lot of thought into these details. and his secretary to keep an eye on these devices.Could it be that the subordinates couldn't feel the sincerity in this kind of specific praise? Praise should also seize the moment.In the conversation with the superior, if we can seize the favorable opportunity to praise the other party, the effect may be twice the result with half the effort, and if the favorable opportunity is lost, the effect may be the half the result with half the effort. Generally speaking, when subordinates begin to do something meaningful for him, they should be praised at the beginning. This is a kind of encouragement; Make an appointment when he has just made some achievements, which will help your subordinates strike while the iron is hot and make persistent efforts.In addition, please don't forget that when his work comes to an end and he has achieved certain results, the subordinate expects your summative public praise. Of course, in the conversation with subordinates, praise also has a "degree". Appropriate praise will make your subordinate feel comfortable, otherwise, it may make him feel embarrassed and disgusted.Therefore, leaders must grasp this "degree" in terms of content and methods in their speeches.In the language art of superiors and subordinates, praise is always the art of "touching stones into gold", but it still needs to be used skillfully according to different situations. Only appropriate praise can build a "heart bridge" in the conversation and make the relationship between superiors and subordinates more harmonious. more harmonious. As the old saying goes: "Honoring a person does not exaggerate the beauty." The merits and achievements of the person being praised should be reflected appropriately and truthfully, neither narrowing nor exaggerating. , can not "the facts are not enough to make up for the pen", adding branches and leaves, arbitrarily embellishing, artificially beautifying, and arbitrarily exaggerating. Unrealistic praise is not beneficial to the person being praised, it will make them feel guilty, passive, and blindly narcissistic, thinking that their achievements really have such a high meaning and value, which damages the pioneering intention of making great efforts; People will be unconvinced and talk a lot, which will cause an unhealthy atmosphere of being unrealistic and vain among the subordinates. When the subordinates see that they can get high praise for small achievements, they will shake their confidence in being down-to-earth and diligent, and inevitably produce exaggeration , Fraud, fame and reputation, and asking for rewards, so that the praise originally used as a means of motivation is alienated into the purpose in the minds of subordinates, and its original meaning will be greatly distorted.Therefore, the language of affirming and praising subordinates must never be clichéd or overstated arbitrarily. It should be a basic requirement to "only do what is said" and it will damage the prestige of the leader himself. For example, when a subordinate overcomes a certain technical difficulty in a difficult situation, as a leader, if you praise it like this: "There is nothing difficult in the world, as long as you are willing to climb up. Comrade ××'s behavior reflects the courage and hard work of a patriotic youth in a new era." Consciousness and revolutionary optimism!" As a person who is praised, he will feel that the first half is sincere and sincere, while the second half seems too big and useless, because it cannot form a certain fit with the object of praise, and it does not show that the leader An initial psychological response to a subordinate's grades, giving people a feeling of exaggeration and hollowness, cannot produce good results. Praise subordinates realistically, and also require fairness and reasonableness in determining the object of praise.Who should be praised and who should not be praised should be based entirely on the actual performance of the subordinates, and should not be affected by the leader's personal likes and dislikes and closeness.In order to establish their favorite person as a "model", some leaders also record other people's strengths and deeds on this person. This method of "rubbing all the powder on a person's face" will inevitably "please a person, A group of people have been left out in the cold.” Not only will the model fail to stand up, but it will also cause dissatisfaction among the masses, affect internal unity, and those who are praised will also feel isolated. As the saying goes: under the great reward, there must be a brave man.This is a way to motivate employees materially. In fact, praise from leaders can satisfy employees' sense of honor and accomplishment, and encourage them spiritually. This kind of encouragement is sometimes more effective than material incentives. In many units, the wages and income of employees or employees are relatively stable, and people don't have to spend a lot of thought on this aspect.People are very concerned about their own image in the eyes of their leaders, and they are very careful and sensitive to what the leaders think of them and what they say and do.Leaders' praise is often authoritative, and it is the basis for employees to establish their own value and position in the unit. The employee has completed a task or made some achievements very seriously. Although he doesn't care about it on the surface at this time, he is silently looking forward to a satisfactory reward from the leader in his heart.Once the leader does not pay attention or give fair praise, he will definitely feel a sense of frustration, and he will also have a view on the leader, "Anyway, the leader can't see it, and what he does is good or bad." How can such a leader mobilize everyone's enthusiasm?If the leader doesn't praise the employees, after a long time, the employees will definitely mutter in their hearts: Why does the leader turn a blind eye to my work? Is there a prejudice against me or is there something I haven't done well enough?So getting along with the leader is lukewarm, keeping a long distance, there is no friendship and affection at all, and eventually a estrangement is formed. The leader's praise not only shows the affirmation and appreciation of the employee, but also shows that the leader pays close attention to the employee's affairs and cares about his every word and deed.Some people often tell their friends happily after being praised: "Look at our boss who cares about me and appreciates me. I did something that I didn't even think was great, but he praised me a lot. Follow him Be dry." If leaders and employees have such good views on each other, and there is no barrier, can they work together without uniting as one? Leaders can praise employees publicly, or they can encourage and affirm them in private, but if they praise them in front of everyone, it may also cause trouble and distress to the "model", making the effect of praise counterproductive. Many leaders often have a misunderstanding, thinking that if they praise their employees in front of everyone, the employees will be grateful, but it is not the case.If the leader praises an employee too much in front of everyone, it will make many people unhappy, the person who is praised will also feel uneasy, and the rest will be jealous.The more and heavier your compliments, the more jealous they will be.If your praise is exaggerated, it will make them despise you until they suspect that your praise has ulterior motives. When a smart employee is praised in public, he usually says "thank you" to express his gratitude, and then leaves in time. Rather than being shy, it is better to say that he is not used to the jealous eyes of people around him. Therefore, when praising others in public, one must pay attention to: (1) Whether it will cause unnecessary trouble to the person being praised, such as the jealousy of the people around; (2) Whether the praise is appropriate, for example, you have to consider whether the praise is realistic. When the leader praises the staff, he should be careful not to publicize it in front of everyone, and not to cause him uneasiness in public.You can compliment him in the presence of individual colleagues when he is not there.In fact, this kind of "secret praise" is not advisable. After all, everyone has a sense of competition, and people always compare themselves with others consciously or unconsciously, and the so-called superiority and inferiority are also produced because of such comparisons.Therefore, although one does not praise a certain person in public, but praises his colleagues in front of individual employees, due to the comparison of such competitive consciousness, the consequences are also very serious. When the person being praised is not present, you have to think about it and take care of the face and psychological feelings of the person present.How can we take good care of it?This is very difficult to do, and it is not an easy task.The best way, instead of finding unnecessary losses for yourself, is to not give such praises.As long as you know what's in your mind, it might be a joy to give appropriate comfort to those present. As a leader, you should avoid complimenting someone who isn't there, and especially not comparing someone who's there with someone who isn't there.Praising those who were not there and pointing out, directly or indirectly, the shortcomings of those who were there is not good for anyone. 三国时期的诸葛亮就十分善于运用激将法：在马超率兵来犯时，张飞请令出战，诸葛亮却故意说：“马超勇猛无比，在渭水把曹操杀得大败，看来只有调回关羽来才行。”这一下激恼了张飞，他立下军令状，出战马超，最终使马超投降，诸葛亮的激将法起了重要的作用。 身为一名领导，与员工接触的机会非常多，有时，你会发现某位工作杰出的员工，因为多次出色地完成任务而沾沾自喜，甚至有点飘飘然了，无论对上司，还是对同事都不甚礼貌。这时，你就应该适当地“激”他一下，对他说：“我觉得和你一块工作的小李挺出色的，上次你完成的计划也有他一份功劳吧，你可得加紧努力啊……” 这样，他会感觉到身边的压力，从而收敛自己的得意情绪，并且会更加投入地工作。当然，使用“激将法”还要视员工的态度和他的心理承受能力而定。否则，如果员工的心理承受能力较差，你的激将法不但无法收到预期的效果，甚至会让他一蹶不振。 那么，怎样把握“激将法”的语言技巧呢？不妨注意下面几点。 (1)对待不思进取的员工 有些员工精力充沛，没有压力，很容易满足现状，不思进取，工作也没有什么出色的记录，对于这种人，你就应该经常激激他，并且把一些重要的工作交给他。这时你可以这样对他说：“小王，这项工作只能交给你了，我知道你平时工作记录不是很出色，但是没办法，公司现在实在没人手，我希望你能尽心尽力地完成它……” 听完这话后，小王肯定会不舒服，甚至会有不服气的感觉，心里会想：凭什么说我工作不出色呢？我要让你看看！这样，他会把怒气转化为工作的力量，全心全意地去工作……所以，你不仅用他的过剩精力来提高了效率，而且也让他在出色完成工作后有种成就感，从而更加热爱他的工作，这也是评价员工工作的一种技巧。 (2)对待自卑感的员工 有些员工虽然很有才华，但是有些自卑感，总怕自己干不好，这时你若狠狠打击他，会让他更加怀疑自己的能力，所以你采取行动时不要太鲁莽，要讲点方法。 对待这种员工，要采取“唱双簧”的方式，找个人配合，一个唱黑脸，一个唱白脸，一搭一唱，效果会很好。 打个比方，作为管理者的你要斥责一名年轻的员工，你唱的是黑脸，你应该对员工强悍一点，严厉一些，然后由你的助理——“白脸”上场，也就是你训斥后让助理找他，让你的助理扮演一个和善的角色，告诉他：“其实领导是想用'激将法'激励你，说实在的，他挺欣赏你的，一直希望你……” 这样，他会感觉到你对他的期望，心里不免有点高兴，同时也领悟到你给他的压力，所以会很认真地更加自信地工作，那样，效果自然是没得比了。 在这种场合，应该是“白脸”唱主角，但千万要注意唱“白脸”的助理是否可靠，绝对不能让他夸大其词，信口开河甚至在后面说你的坏话，否则后果是难以想象的。 适当地对你的下属使用“激将法”，你会发现他们的工作效果会更好。 目标是能激发和满足人的需要的外在物。目标管理是领导工作的主要内容之一，目标激励是实施目标管理的重要手段。 人的需要决定了人们行动的目标。当人们有意识地明确了自己的行动目标，并把自己的行动和目标不断加以对照，知道自己前进的速度和不断缩小达到目标的距离时，他行动的积极性就会持续高涨。 一个万米赛跑运动员，当人们告诉他只有一千米，再加把劲就可夺得金牌时，即使他身体的某些部位在疼痛，他也会信心百倍，加快速度完成最后的冲刺。 那么，领导者如何通过目标激励下属完成任务呢？ 一般来讲，目标的价值越大，社会意义就越大，目标也就越能激动人心，激励作用也就越强。 因此，领导者要善于设置正确、恰当的总目标和若干个阶段性目标，以激发人的积极性。设置总目标，可使下级的工作感到有方向，但达到总目标是一个长期、复杂甚至曲折的过程。 如果仅仅有总目标，只会使人感到目标遥远和渺茫，可望而不可即，从而影响积极性的充分发挥。因此，还要设置若干恰当的阶段性目标，采取“大目标，小步子”的办法，把总目标分解为若干经过努力都可实现的阶段性目标，通过逐个实现这些阶段性目标而达到大目标的实现，这才有利于激发人们的积极性。领导者要善于把近景目标和长远目标结合起来，持续地调动下属的积极性，并把这种积极性维持在较高的水平上。 在目标制定、分解时，目标的难度以中等为宜，目标的难度太大，容易失去信心；目标难度过小，又激发不出应有的干劲。只有“跳一跳，够得着”的目标，积极性才是最高的。因为这样的目标满足个人需求的价值最大。 领导者在制定目标的时候，除了上述问题外，还应注意： （1）目标必须是明确的。要干什么，达到什么程度，都要清清楚楚。 （2）目标必须是具体的。用什么办法去达到，什么时候达到，要明明白白。 （3）目标必须是实在的。看得见，摸得着，达到应该有检验的尺度。 所以，领导者不但要为下级树立远大的理想，而且要学会把这个理想和实实在在的工作结合起来，一步一个脚印地前进。 人们常说良药苦口利于病，其实仔细想想，良药是不是都要苦口呢？良药虽然可以治病，但苦口的滋味确实不好受。那么，有没有既能治病，又不苦的良药呢？ 三国时期，曹操准备镇抚关中以后，即回师洛阳。可是关中某地豪强许攸拒绝归降曹操，还说了许多谩骂曹操的话，曹操大怒，准备下令征讨许攸。 群臣纷纷劝曹操用招抚的办法使许攸归顺，以便集中力量对付吴蜀军队的侵扰。可是，曹操丝毫听不进去，且横刀膝上，群臣吓得谁也不敢做声了。 留府长史杜袭上前劝谏，曹操劈头喝道：“我的主意已定，你不要再说了。”杜袭问道：“主公，你看许攸是个什么样的人呢？”“不过是个匹夫罢了。”曹操怒气冲冲地说道。 杜袭说：“对啊，只有贤人才了解贤人，圣人才能理解圣人。像许攸这样的人，怎么能了解您的为人呢？所以，您犯不着去跟他生气。现在大敌当前，豺狼当道，您却要先打狐狸，人们会议论您避强攻弱。这样的进军算不上勇敢，收兵也算不上仁义。我听说力张千钧的巨弩，不会对小老鼠射箭；重逾千斤大石，不会因小草棍的敲打而发出声音。现在一个小小的许攸，哪值得您大驾呢？杀鸡岂能用牛刀？” 曹操听了这番话，觉得很入耳，便爽快地接受了杜袭的劝告，以优厚的条件去招抚许攸，许攸果然归降了。 其实现代企业管理中领导也需要注意批评的方式方法，毕竟每个人都有不同的性格特点，先礼后兵是一个很好的技巧，这在美国钢铁大王卡内基身上得到了更好的体现。 卡内基的侄女约瑟芬·卡内基，在她十九岁那年来到纽约，成为卡内基的秘书。当时，她刚刚高中毕业，做事的经验几乎等于零，所以，在工作中总是出现这样那样的差错。卡内基毫不客气地批评了她，约瑟芬感到了巨大的压力。 一天，约瑟芬工作中又出错了。卡内基刚想开始批评她，但马上又对自己说：“等一等，你的年纪比约瑟芬大了一倍，你的生活经验几乎是她的一万倍，你怎么可能希望她与你有一样的观点呢？你的判断力，你的冲劲，等等，这些都是很平凡的。还有你十九岁时，又在干什么呢？还记得那些愚蠢的错误和举动吗？” 经过仔细考虑后，卡内基获得结论，约瑟芬十九岁时的行为比他当年好多了，而且他很惭愧地承认，他总是严厉地批评约瑟芬而很少称赞过她。从那以后，当约瑟芬再犯错误时，卡内基不再像以前那样当面指出她的错误。他总是微笑着对约瑟芬说：“亲爱的，你犯了一个错误，但上帝知道，我所犯的许多错误比你更糟糕。你当然不能天生就万事精通，成功只有从经验中才能获得，而且你比我年轻时强多了。我自己曾经做过那么多的傻事，所以，我根本不想批评你。但是你不认为，如果这样改进的话，会更好一点吗？” 听到这样的话，约瑟芬不再感到有压力，而是充满了动力。现在，她已经成为一名很出色的秘书。 人人都渴望获得别人的赞扬，同样，每个人都害怕别人的指责。当领导毫不隐讳地批评下属时，下属即使认为你是对的，他确实错了，但大多数人会心怀不甘，乃至引起愤恨。但是，如果你能换一种方式，先礼后兵，先肯定他做得对的地方，趁着他心神愉快时再指出他的缺点，相信他一定会虚心接受，同时还会对你心存感激。 《战国策》中记载了这样一个故事。 中山国国君宴请臣子，有个大夫司马子期在座，只有他未分得羊肉羹。司马子期一怒之下劝说楚王攻打中山国。中山君被迫逃走，这时他发现，有两个人拿着戈跟在他后面，寸步不离地保护他。中山君回头问这两个人说：“你们是干什么的？”两人回答说：“我们奉父亲之命誓死保护大王。” 中山君很奇怪，问道：“你们的父亲是谁？”两人回答说：“大王您可能忘记了，我们的父亲有一次快饿死了，您把一碗饭给他吃，救活了他。父亲临终时嘱咐我们：'中山君如果有难，你们一定要尽全力报效他。'所以我们拼死来保护您。” 中山君感慨地仰天而叹：“给予，不在于多少，而在于当别人困难时；怨恨，不在于深浅，而在于恰恰损害了别人的心。我因为一杯羊肉羹而逃亡国外，也因一碗饭得到两个愿意为自己效力的勇士”。 中山君的话说明了一个深刻的道理，就是表扬困境中的人胜于给那些衣食温饱的人。对待下属也不例外，对于那些功成名就，屡次获奖的下属而言，再多一次表扬也不会产生太大的作用，而对于身处困境中的下属，这种表扬很可能就是人生的转折点，意义非常。 倪萍刚从山东调到中央电视台时，领导决定把主持《综艺大观》这一重头戏交给她。当时，杨澜主持的《正大综艺》风头正劲，受到一致好评，这给了倪萍极大的压力。当时的倪萍刚从山东话剧院调入北京，还从来没有主持综艺节目的经验，所以她对自己根本没有信心，更没把握。而《综艺大观》可以说是倪萍来中央电视台后打的第一仗，它与倪萍的前途可以说是一荣俱荣，一损俱损。倪萍必须背水一战，无退路可言。 在拍摄时倪萍惴惴不安，不知所措。这一切被导演看在眼里，他走过来，对倪萍说：“别紧张，你有这个能力。你仔细想想自己的工作经历：毕业于山东艺术学院，演了好几年的话剧，还拍过那么多的电影和电视剧，这些应该给你积累了不错的舞台感觉。可以说，你早已懂得了如何与观众交流，心里清楚摄像机的方位和镜头的位置。而且，在此以前，你不是曾经主持了一段时间的《人与人》的专题片吗？” 倪萍听到这里，心情稍微平静了一些。导演又接着表扬倪萍说：“你知道吧？就在你主持《人与人》专题版时，就有人说你真上镜，台词说得好。这个倪萍，将来准出名，弄不好还出大名。” 导演的这番表扬让倪萍重新恢复了自信，觉得眼前的一切其实算不了什么，自己应该有能力胜任眼前的工作，她要做出个样子给大家看看。 此后，倪萍信心十足地闯过了第一关，圆满完成了她的主持任务。同时，她也红遍了大江南北，成为中华大地上家喻户晓的知名主持人。 每个人的工作都不可能是一帆风顺的，总会有各种各样的挫折。当下属处于困境中的时候，领导的褒奖会比平时顶用一万倍。它可以让下属感到温暖和鼓励，对领导感激不已。要是这时候只注意那些风头正劲的下属，被冷落的下属就会产生这样的想法：哼，光知道捧好的，我的困难一点也不考虑，简直是不顾我的死活。这样下属一定会产生消极甚至是对抗的情绪，再想让他努力工作可就困难了。 所以说，作为领导一定要细心并耐心地表扬身处困境的下属，只需你付出一些爱心，就能换回下属的忠诚，何乐而不为呢？ 在实际工作中，很多领导往往只看到了那些少数成功的下属，往往能毫不吝啬地将自己所能想到的溢美之词赠送给了他们。但是，对于大多数也曾经辛勤的“失败者”，往往未加以重视，甚至忽略了他们的存在。这样久而久之，只能使曾经失败过的员工离成功越来越远。然而，如果你能适时鼓励一下或者肯定一下他们，他们肯定会重新恢复自信，找回自我。 古往今来，胜者为王，败者为寇，似乎成了亘古不变的真理。其实，这种所谓的“真理”往往是人们自身铸就的。成功者，是因为他们付出的汗水和心血比别人要多，因此，他们理应得到鲜花和掌声，这也无可非议。但是，那些失败落魄之人呢？他们一样也曾为了某个目标而艰辛的跋涉着。他们付出的并不比别人少，甚至比成功者还要多。但总是因为这样或那样不可预知的原因，屡屡与成功失之交臂，那么他们的付出，该不该得到回报？ 1945年9月2日，第二次世界大战即将拉下帷幕，在这一天，最后一个轴心国——日本将要签署投降条约。在太平洋上的美军“密苏里”号战舰上，人们翘首以待，都想目睹这一历史性的时刻。上午9时，盟军最高司令官道格拉斯·麦克阿瑟将军出现在甲板上，预示着这个令全世界为之瞩目和激动的伟大时刻到来了。随后，日方代表登上军舰，仪式开始了。 就在麦克阿瑟将军即将代表盟军在投降书上签字时，他却突然停止了。现场数百名的记者和摄影师对此大惑不解。他们谁也不知道麦克阿瑟将军想要干什么。将军转过身，招呼陆军少将乔纳森·温斯特和陆军中校亚瑟·帕西瓦尔，请他们走过来站在自己的身后。 麦克阿瑟将军的这个举动了再次让现场的人们既惊讶又嫉妒。因为那两名军官占据着的是历史镜头前最显要的位置。一般来说，应该属于那些战功显赫的常胜将军才对。而现在，这个巨大的荣誉却分配给了两个在战争初期就当了俘虏的人。 1942年，温斯特在菲律宾，帕西瓦尔在新加坡率部下向日军投降。两人都是刚从战俘营里获释，然后乘飞机匆匆赶来的。 后来，人们明白了麦克阿瑟将军的良苦用心。这两个人都是在率部下苦战之后，因寡不敌众，又无援兵，并且在接受上级旨意的情况下，为了避免更多人的牺牲，才率部下忍辱负重放弃抵抗的。从他们瘦得像两株生病的竹子似的身体和憔悴的面容、恍惚的神情中可以看出，他们在战俘营受尽了精神上和肉体上的残酷折磨。 虽然说战争胜利结束了，但作为败军之将的温斯特和帕西瓦尔同样也是英雄，他们为这场战争的最后胜利同样作出了贡献。 在麦克阿瑟将军的眼里，似乎让他们站在自己身后还不够，他做出了更惊人的举动，他将签署英、日两种文本投降书所用的五支笔其中的二支，分别送给了温斯特和帕西瓦尔。 麦克阿瑟用这种特殊的方式，向两位尽职的失败者表示尊敬和理解；向他们为保全同胞的生命，而做出的个人名望的巨大牺牲和所受苦难表示感谢。 要想成为一名出色的管理者，不能只重视那些圆满完成任务的人。你必须认真对待那些已经尽力甚至作出了巨大牺牲，但出于其他无法克服的原因而未能完成任务的下属。让他们明白自己的心血没有白费，给他们找回自信的机会。那么，下一次，他们即便还是失败，也会比上一次更下工夫，更能收获经验。 作为一个聪明的上级，应该意识到，下属是一个拥有创造力的群体，是公司最宝贵的资源和财富。因此，努力赢得下级的信任、拥戴和尊重，是一个好上司必须具备的素质和工作方式，经常给下级以赞扬，下级就会用加倍热情的工作来回报。 首先，要关注下属中那些较有个性、较有才能、较有影响力的人，把他们作为行动的主要目标，效果会更明显。其次，了解下属的想法和需要，了解他们的生活状况、工作情况以及个人喜好，在可能的情况下，对一些要求给予满足。再次，不论下属的地位有多低，都要表现出平易近人的作风，对他们一视同仁。要努力并且自然地表现出你的诚恳、公平和人情味，不要颐指气使地发号施令。即使向下属提出要求或批评，也不妨先赞美他几句，然后把他的想法巧妙地引导到你的思路上来，最后请他考虑如何做才合适，这样，下属才会心悦诚服。最后，要勇于承担责任，作为上级，不要把过错和失误都推到下属身上，更不要把自己的错误让下属承担，应该首先承担领导责任，对下属的过错也要从领导的角度考虑一下自己是否失职，然后再推心置腹地同下属一起分析问题寻找原因，这样才能让他们心服口服，赢得他们的拥戴和尊重。 一个聪明的上级，始终要让下属认识到他自己的价值，让他感到他有着无人替代的重要性；学会对下属和蔼地微笑，因为温和友善比暴怒和强迫更有力量；始终让下属觉得自己得到了最大的信任，那么下属就会不知疲倦地勤奋工作。