Chapter 9 Chapter 8 The Art of Complimentation: Increasing Your Fortune and Fame

Most people in the society work conscientiously in a certain unit or a certain group, and everyone cares very much about their superiors' evaluation of themselves. The praise of the leader is the best appreciation for the subordinates.Therefore, leaders should not be stingy with praise, but learn to praise, which will motivate them to work harder. Mary Kesh, a famous American entrepreneur, said that the most powerful way of affirming subordinates does not need to spend money, and that is praise.We should all praise others as often as we can, as rain on dry plants. There was a rich man who liked roast duck very much, so he hired a roast duck chef with a lot of money to roast a duck for him every day.The master chef lives up to his name, and the crispy duck skin and meat floss roasted every day are fragrant and delicious.But the rich man is mean, even if he eats delicious roast duck every day, he never says a word of praise.Finally, for a while, all the ducks roasted by the chef had only one leg. The rich man thought it was strange, but due to his identity, it was not easy to ask.A week later, the situation was still the same. The rich man couldn't stand it any longer. He asked the chef why the duck he roasted had only one leg.Where is the other leg?The chef replied: "Oh! You don't know? These ducks have only one leg. If you don't believe me, let me show you!"

Of course, the rich man didn't believe what the chef said was true, so he followed the chef to the backyard to see.At this time, because the weather was too hot, the ducks all stood with one leg tucked under the tree to rest.The chef said: "Look, all ducks have only one leg!" The rich man still didn't believe it, and immediately clapped his hands a few times. The applause startled the ducks, and they stretched out their other legs and fled away.The rich man said: "Look, don't ducks have two legs?" The chef replied: "Yes! If you applaud in advance, then the duck has two legs long ago."

Everyone is eager for applause and praise, even if there is only a simple compliment, it will bring incomparable warmth and inspiration to people.An entrepreneur said: "Everyone lives in applause. When a subordinate is affirmed and rewarded by his boss, he will work harder." Dell?Carnegie also said: "When we want to change others, why not use praise instead of blame? Even if a subordinate has only made a little progress, we should praise him. Because that can motivate others to continuously improve themselves." If you want leadership to be less effective, point out someone's mistakes in public. "You will embarrass this person. Not only will he not want to follow you in the future, he may never forgive you for the rest of his life! If the people present support him, you will have more enemies! Therefore, never try it lightly!" A scholar with high attainments in leadership studies made such a suggestion.

Praise is the law of leadership in line with human nature. Appropriate praise will make people feel happy and happy.At this time, you will hear such a voice: "He clearly praises my performance, and I know he is sincerely concerned about me, respects me, and is familiar with my work." At the same time, you will get unexpected The reward is that when people feel that their performance is recognized and valued, they will perform better and better with gratitude. Compliment your subordinates every opportunity you get, never too much.Praise your subordinates, use a sincere smile to express and express, the power of a smile is invincible, and a smile is the best leader.Of course, the most direct way is to use words to praise others.

When Jack?When Welch was the director of a promising working group, he installed a dedicated telephone in his office through which all Zhili purchasing personnel could talk directly to him.Any buyer who could get the seller to lower his price could call Welch.Whether Welch was negotiating a million-dollar deal or talking to a secretary, he would immediately drop everything and answer the phone himself: "Good news, you've knocked 5 cents off the price of steel." As soon as he finished speaking, he would sit down and write a congratulatory letter to the buyer as if something had happened.The whole praise process seemed messy and vague, but Welch made himself and his staff heroes through this symbolic action.

Here are 7 ways to improve your ability to compliment: ⑴Before praising, cultivate the mentality of caring and appreciating subordinates.This is the only way to make you want to praise. ⑵ praise To find things worthy of praise. (3) Praise should be sincere. ⑷ When complimenting, match your caring eyes and body language. ⑸ As soon as you discover the advantages of an employee, immediately praise him and cheer him up. ⑹ Let employees know how proud and happy you are. ⑺Of course, praise should pay attention to your language skills. The affirmation of work performance is the most expected affirmation of human value. When they are appreciated and encouraged, they will instinctively glow with more light and heat.Why can't we learn to be more generous?Try to find something worthy of your appreciation and praise in your subordinates, and tell him sincerely.It may not be easy at first, but you will get used to it after a while.

Praising players without hesitation is the style of Hiddink, the former head coach of the Korean football team, to motivate the team.Hiddink generally does not use direct criticism, but direct or indirect encouragement to stimulate players to get excited. After he took office, the first principle he declared to the coaching staff was "never blame the players".It means that even if a player makes a mistake, let the player speak up so that they don't make the same mistake again. When selecting players, he does not use negative words such as "that player is not good". On the contrary, he will actively look for everyone's potential and strengths.

Hiddink has always said: "I will praise the players at any time, and I will never criticize them in public. Pointing out mistakes and scolding them will only be within the team. That is an agreement between me and the players, and it is also my principle!" For players' mistakes, he will never get angry face to face, on the contrary, he will make players understand through patient explanations.But if given a chance, the player has not "obedient to do what he is told", the player's chance may end here. In terms of speech, Hiddink, no matter whether he is praising a certain player or pointing out a certain player's mistakes, never names them by name, but focuses on the problem and discusses the matter as it stands, and always praises first and then criticizes, or first criticizes followed by praise, to motivate players.

After the game, when he wanted to point out the mistakes of the players, he would start by saying: "Just to analyze the game situation, not to blame anyone, so please don't be nervous!" Then he would let all the reporters quit, and then analyze the content of the game one by one. Hiddink's different heart has laid a solid foundation for the players' self-confidence and fighting spirit, and greatly improved the morale of the team.The well-known coach K in the American basketball circle has led the Duke University team in the NCAA for many years. He once said: "The team's 'morale' is the first element of victory!" Hiddink can make all players feel that they are in all games The best player on the team.He encourages the players at any time: "You were great just now!"

In Mary Kay (that is, Mary. Kay) cosmetics company, praise is the most important, and the company's entire marketing plan is based on it.In various occasions, the company always gives praise without hesitation—— Praise at the regular meeting: Mary Kay's branches in each region will tell and share the successful experience of the best sales staff this week at the weekly regular meeting, which is a different kind of praise.When the host introduces the best salesperson, every beauty consultant will applaud without hesitation. The Ribbon Compliment: At Mary Kay, a esthetician gets a ribbon when she makes her first $100 sale, another when she makes $200, and so on.This $0.40 gift reward is far more effective than a $100 gift box.

Praise of pins: Every beautician in Mary Kay will be proud to wear pins of various forms. These pins are designed and manufactured in Dallas, USA, and then shipped to all parts of the world by plane to reward those who have excellent sales performance in the sale of products. beautician.Each pin has a different meaning, such as the diamond-encrusted bumblebee pin that represents the highest reward: the bumblebee is bulky and difficult to fly, and it symbolizes Mary Kay's women's situation with the burdens of the family Under such circumstances, it is not easy to achieve such excellent results.At each different stage, when you have made some progress and improvement, Mary Kay will reward you with various pins with different meanings, and pins are decorations that women like very much, especially pins that symbolize honor. Applause Compliments: Applause is Mary Kay's in-house magazine whose primary purpose is to give compliments, and its circulation rivals that of many national magazines.It publishes the best salespersons, best trainers, various competitions and their awards from all over the world every month, introduces excellent beauticians and trainers in detail, and the successful experience and growth experience of these outstanding women.Issued monthly in different countries, the magazine enables Mary Kay beauticians to share their experiences in public praise. Praise for the pink Cadillac: Mary Kay’s district-level instructors have a blue suit, and the next higher level is a pink suit. When you can wear a black suit, Mary Kay will reward you with a pink suit at the same time. Cadillac sedan.All the owners of pink Cadillac cars in the world are the national instructors of Mary Kay. Driving outside, everyone in Mary Kay knows that this represents a senior and excellent beautician of Mary Kay. This not only praises Mary Kay’s excellent beauty in public At the same time, he also promoted Mary Kay. The pink Cadillac sedan became Mary Kay's "running advertisement". 1.Compliments with clear references and reasons For example: "Lao Li, the way you handled the customer's check-out problem this afternoon is very appropriate." This kind of compliment is your recognition of his talent. If you can tell the reason 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 be sincere Avoid empty, rigid and formulaic compliments, or mechanical discourse without any emotion, which will make people feel insincere. 3.Praise for things and not people The best way to praise others is to discuss the facts on the ground, which thing is 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.Such as: "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's time to praise, and don't mix critical language in the praise. This kind of praise is the same as "strike while the iron is hot", and it is easy to be accepted by the other party and plays an encouraging role. 5.full recognition of the labor 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. For leaders: Praising subordinates does not need to take many risks, let alone cost 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, so smart Why not do it for leaders? There are many ways to praise, the main ones are as follows: 1.individual praise When the leader meets his subordinates, he can encourage them by praising his progress, strengths and achievements face to face.He will feel that his boss understands his work, and his efforts are not in vain, so he can maintain and even exert greater enthusiasm. The specific form of individual praise should be different for different subordinates.For example, for young people, the tone can be slightly praised; for prestigious elders, the tone should be respected; It is here; for those who are suspicious, they should speak clearly to avoid misunderstandings. This method of individual praise has great flexibility and can be carried out anytime and anywhere, and the scope of praise is also wide.But it is not as powerful as public praise in enhancing the sense of honor of the praised person and inspiring others. 2.Public praise This is the most frequent and effective form of praise.Because it is carried out in front of everyone, and clearly explains, expresses and evaluates the strengths and achievements of the person being praised, its motivational effect is even greater.It is not only an affirmation and encouragement to those who are praised, but also an education and call to others. The specific forms of public praise include: praise at the regular meeting of daily work; Achievements are commended.The latter form is of great seriousness, and it declares the person being praised as a model for a certain period of time and an example for everyone to learn from; sometimes receiving such praise is also recorded in a person's historical files, so It can greatly enhance the honor and pride of those who are praised, thereby stimulating their greater and more lasting enthusiasm. 3.indirect praise That is, when the person is not present, praise behind the scenes.This kind of praise, no matter what meeting or individual occasion it is in, can be conveyed to the person being praised and play the role of praise.It will make the person being praised feel that the boss's praise to him is sincere, not "speaking good things face to face", so it often plays a positive role that face-to-face praise cannot achieve. The size of the incentive effect of praise depends not only on the choice of content and method, but also on whether it is moderate.Appropriate praise will receive the best results. Appropriate praise should do the following two things: 1.seek truth from facts There is an old saying: "Praise people is not too beautiful."The merits and achievements of the praised person should be reflected appropriately and truthfully, neither narrowing nor exaggerating, just say what kind of score you have, and say what you look like, you can't "the facts are not enough to make up the pen", Add branches and leaves, arbitrarily modify, artificially beautify, and arbitrarily elevate.Praise that is not realistic is not beneficial to the person being praised, and will make them feel guilty and passive; it will be unconvinced and talk about it to others; it will damage the prestige of the leader himself. 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. 2.Rather lack than abuse The leader makes full use of the means of praise, and when he finds that his subordinates have some good behaviors, he will praise them in time, so that he can make persistent efforts and make greater achievements, and it also makes everyone feel fresh and promoted.If time has passed and people's impression has become indifferent, and then praise is made, the effect will be worse.Praise should be carried out repeatedly and frequently. When the effect of the previous praise is about to disappear, the next praise should be carried out so that the effect of praise can be maintained for a long time and inspire people's actions for a long time.But the praise should not be excessive.You can't praise every day and everywhere, you can't forcefully find something to praise when there is no good behavior worthy of praise, and you can't engage in "replacement of melon and vegetable".Too much praise will make people lose their sense of freshness and seriousness, and the person who is praised will not increase much sense of honor, and other people will not care much, which will weaken its due motivational effect. At the beginning of their careers, subordinates often feel difficult and lonely. They cannot hear a word of encouragement when they are frustrated, and no one congratulates them when they are successful.At this time, if you get even a few words of praise, it will be very exciting, so you will strengthen your confidence and try to do things well. Some people think that only big successes are worthy of praise, and small achievements are insignificant.In fact, this understanding is one-sided, but it does not take into account people's inner desires, especially the loneliness and difficulties in the initial work. When a subordinate takes up a job for the first time, he will be very unfamiliar with the environment here. If he is praised by the leader when he makes a small achievement, then his confidence will be built up immediately.There's a guy named Carley who does a good job of this. Max, who is the general manager of the enterprise resource development company?Carrey had struggled when he founded the Atlanta-based sales and marketing services company in 1981.At the time, he had only one temporary employee on his staff.In his words: "Big success is too far away. We hardly feel any motivation." He came up with a decision: to celebrate every small success. Carrey went out and bought a siren, complete with a loudspeaker so that it would sound like an ambulance.If he can bypass the director of training and talk directly to the general manager of that company when promoting his products on the phone, he will sound his horn once to celebrate; if he receives a large order, the siren will also sound.Today, his company has more than $1 million in assets and 11 employees.Every week, the loudest siren echoes 10 times throughout the company.Whenever there is good news, everyone will come out to hear their colleagues brag about the success they have just achieved, which also provides opportunities for everyone to communicate with each other."Our employees aren't experienced enough to be hugely successful, so this kind of celebration is also a great encouragement," says Cary. amazing results. Remember: praise every improvement, no matter how small. Praise can not only make the atmosphere more active in the conversation between superiors and subordinates, enhance the relationship between leaders and subordinates, but also satisfy subordinates' desire for honor and sense of accomplishment to a certain extent, so that they can exert greater enthusiasm. However, you must also pay attention to principles in praise, otherwise your subordinates will feel that you are hypocritical and acting on occasion, making the praise lose its due effect. 1. The content of praise should be specific Praise is an effective way to stimulate work enthusiasm, but if it is not used properly, it will make subordinates disgusted.Therefore, when a leader praises his subordinates in the conversation, he should consider the words and sentences, and be clear and specific.For example, some leaders use such vague evaluations when they praise subordinates: "You have done a good job."In fact, praise in this way is useless because they don't specify the reason for the praise evaluation.Generally speaking, the more specific the language, the more effective the praise will be, because subordinates will think that you know him well and have great respect for his strengths and achievements. 2. Praise should be realistic Leaders' praise to subordinates is the affirmation and recognition of their work. It is of irreplaceable significance for motivating subordinates and establishing leadership prestige. Leaders must first distinguish right from wrong, good from bad, and base their praise on the basis of facts.In this way, the "iron evidence" is like a mountain, so that everyone can be convinced and follow suit consciously, so that the relationship between the superior and the subordinate and between the same level can be maintained in harmony and unity. For a leader, in order to seek merit and reward based on facts, he must first grasp the principle of fairness.Anyone who does a job well or even just offers a creative idea should be praised.Leaders must insist on the selflessness of praise. Only in this way can the effectiveness of praise be fully exerted. 3. Praise should seize the moment In the conversation with your subordinates, if you seize the favorable opportunity to praise the other party, the effect will be twice the result with half the effort, and if you lose the favorable opportunity, the effect will only be half the effort.Generally speaking, when a subordinate starts to work hard for a certain job, he should praise it at the beginning, which is a kind of encouragement; in the process of work, the leader should also seize the opportunity to praise again, preferably when he has just made some achievements. Make an appointment once in a while, which will help the subordinates strike while the iron is hot, and make persistent efforts.Also, don't forget that when his work comes to an end and he has achieved certain results, the subordinate expects summative public praise. 4. Praise requires practical actions Many leaders make the mistake of taking verbal praise as a regular and cheap reward and throwing it to subordinates casually. In the eyes of many subordinates, such praise is tantamount to coaxing children, and it is better not to have it. From this point of view, it is not enough for a leader to express his appreciation and affirmation of the strengths and advantages of his subordinates. Express respect and love for talents. There are many such leaders around us. They can't see the advantages of their subordinates, but focus on their shortcomings, and even magnify them infinitely. Therefore, in your eyes, your subordinates are all incompetent. 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. Wang Gang is the department manager of the factory. Recently his department transferred a man 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." Li Jie was helpless.At first Wang Gang suggested to the company that Li Jie be transferred to another department, but the leader did not change his decision and hoped that Wang Gang 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. Wang Gang 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, Wang Gang found that his efficiency was excellent, exceeding the general standard, and his finished products were excellent, passing the quality control department smoothly. Wang Gang didn't say a word about Li Jie's late arrival and early departure, he 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. Wang Gang, who was 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. You are outstanding, I hope you can realize your potential. Maybe my words are not pleasant, but for your future, you should observe discipline and work hard.” 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. Such a story is recorded in "Warring States Policy": The king of Zhongshan hosted a banquet for his courtiers. Sima Ziqi, a senior official, was present. He was the only one who didn't get a share of the mutton soup.In a rage, Sima Ziqi persuaded the king of Chu to attack Zhongshan.Mr. Zhongshan was forced to flee. At this time, he found that there were two people holding spears following him, protecting him every step of the way.Mr. Zhongshan turned around and asked the two men, "What do you do?" The two replied, "We are ordered by our father to protect the king to the death." Mr. Zhongshan was very strange and asked: "Who is your father?" The two replied: "My lord, you may have forgotten that our father was about to starve to death once, and you gave him a bowl of rice and saved his life." He. My father told us when he was dying: 'If Mr. Zhongshan is in trouble, you must do your best to serve him.' So we will do our best to protect you." Mr. Zhongshan looked up to the sky and sighed with emotion: "Giving does not lie in the amount, but in when others are in trouble; resentment does not lie in the depth, but in hurting the hearts of others. I fled abroad because of a cup of mutton soup, and because of a bowl Fan got two warriors who were willing to fight for him." Mr. Zhongshan's words illustrate a profound truth, that is, rewarding people in trouble is better than giving food and clothing to those who have food and clothing, and treating subordinates is no exception.For those subordinates who have achieved success and won many awards, one more award will not have much effect. For subordinates who are in trouble, this kind of award is likely to be a turning point in life, which is of great significance. When Ni Ping was transferred from Shandong to CCTV, the leader decided to give her the important role of hosting "Variety Show".At that time, "Zhengda Variety Show" hosted by Yang Lan was in the limelight and received unanimous praise, which put great pressure on Ni Ping.At that time, Ni Ping had just been transferred to Beijing from the Shandong Drama Theater, and she had never hosted variety shows, so she had no confidence in herself, let alone confidence.And "Variety Show" can be said to be Ni Ping's first battle since she came to CCTV.Ni Ping must fight with her back, and there is no way out. During the filming, Ni Ping was uneasy and at a loss.All this was seen by the director. He came over and said to Ni Ping: "Don't be nervous, you have this ability. Think about your work experience carefully: you graduated from Shandong Art Institute, acted in dramas for several years, and also filmed Having watched so many movies and TV series, these should have accumulated a good sense of stage for you. It can be said that you already know how to communicate with the audience, and you know the position of the camera and the position of the lens in your heart. And, before this, you have not ever Have you hosted a feature film of "People and People" for a while?" When Ni Ping heard this, she felt a little calmer.The director went on to praise Ni Ping and said: "You know, right? When you were hosting the special edition of "People and People", some people said that you are really photogenic and your lines are well spoken. This Ni Ping will definitely become famous in the future, and maybe he will become famous again." .” The director's praise made Ni Ping regain her confidence. She felt that everything in front of her was nothing. She should be able to do the job in front of her. She wanted to make a show for everyone to see. Since then, Ni Ping has passed the first hurdle confidently and successfully completed her hosting task.At the same time, she became popular all over the country and became a well-known host on the land of China. It is impossible for everyone to work smoothly, and there will always be various setbacks.When a subordinate is in a difficult situation, the leader's praise will be used ten thousand times more than usual.It can make subordinates feel warm and encouraged, and feel grateful to the leader.If you only pay attention to those subordinates who are in the limelight at this time, the subordinates who have been left out will have such thoughts: Humph, just know how to praise them, and don't think about my difficulties at all, they simply don't care about my life or death.In this way, the subordinates will definitely have negative or even confrontational emotions, and it will be difficult to get him to work hard. Therefore, as a leader, you should give more praise to your subordinates who are still working hard in difficult situations. You only need to pay some love to exchange for the loyalty of your subordinates. Why not do it? There is an old saying: "Praise people is not too beautiful."The merits and achievements of the praised person should be reflected appropriately and truthfully, neither narrowing nor exaggerating, just say what kind of score you have, and say what you look like, you can't "the facts are not enough to make up the pen", Add branches and leaves, arbitrarily modify, artificially beautify, and arbitrarily elevate. Unrealistic praise is not beneficial to the person being praised, it will make them feel guilty, passive, and blindly narcissistic. People will be unconvinced and talk a lot, which will cause unrealistic and unhealthy ethos among subordinates. When subordinates see that small achievements can be highly praised, they will shake their confidence in being down-to-earth and diligent, and inevitably produce exaggeration , falsification, fishing for reputation, and asking for rewards, so that the praise originally used as a means of motivation will be 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 use clichés and arbitrarily elevate them. "Just do what is said" should be a basic requirement.And for the leader himself, it damages its prestige. 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 recipient, the first half will feel sincere and sincere, while the second half will seem big and useless, because it cannot form a certain fit with the object of praise, and it does not show that the leader is serious about Subordinate grades produce an initial psychic response, giving a bombastic, empty feeling that doesn't 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.