Chapter 22 Chapter 22 Downward Communication (2) - Praise and Recognition of Subordinates

Most people in the society work conscientiously in a certain unit or a certain group. Everyone cares very much about their superiors' evaluation of themselves. The superior's praise is the best reward for subordinates.Therefore, as a leader, you must learn to praise your subordinates.This will motivate them to work harder.Of course, you, the middle-level leader, will benefit the most. Mary Kay, a famous American entrepreneur and president of a cosmetics company, once said: "For subordinates, the most powerful form of affirmation does not cost money, and that is praise. We should all praise others as often as possible. This is like rain falling on Response on drought-stricken flowers and trees.”

Indeed, praising subordinates is an important skill to teach, encourage and mobilize subordinates.During the Napoleonic period, soldiers who achieved military exploits would receive a medal from the emperor.Many soldiers died and fought bravely for this honor, and even Napoleon was surprised: "It's really strange that people are willing to work hard for these 'broken copper and iron'." Praising subordinates should be based on facts and in line with the principle of fairness.As a middle-level 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 middle-level leader must be able to choose different words to care for and considerate his subordinates on different occasions.This is undoubtedly the highest praise for subordinates, and will receive better results.So how can you successfully praise your subordinates? Praise is an important means for leaders to mobilize the enthusiasm of subordinates and motivate them to implement work goals. It plays a very important role in leadership work. Praising a certain behavior of subordinates can not only encourage the individual being praised, but also show all the staff in the unit or department what the leader is advocating and what he is not advocating, so that everyone can see the example of learning and emulate others. role to stimulate their positive spirit.

There are many ways to praise, the main ones are as follows: 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 this kind of praise is also recorded in personal historical files, so it It can greatly enhance the honor and pride of those who are praised, thereby stimulating their greater and more lasting enthusiasm.

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.

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. 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 achievement 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. 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 their subordinates: "You have done a good job." In fact, it is useless to praise in this way, because they do not have a clear reason for the 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.

Leaders' praise to subordinates is the affirmation and recognition of their work, which is of irreplaceable significance for motivating subordinates and establishing leadership prestige.Leaders must first distinguish right from wrong, distinguish 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. No matter who he is, as long as he has done a good job, even if he only provides a creative idea, he should be praised .Leaders must insist on the selflessness of praise. Only in this way can the effectiveness of praise be fully exerted.

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 subordinates begin to work hard for a certain job, they should be praised at the beginning, which is a kind of encouragement.In the process of work, the leader should also seize the opportunity to praise again. It is best to choose an interview when he has just made some achievements, 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. When the leader puts down his airs, he can put himself in a secondary position, highlight his subordinates, and express his praise for his subordinates. Many leaders make the mistake of throwing verbal praise to subordinates lukewarmly as a regular, cheap reward.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 far from enough for a leader to express his appreciation and affirmation of the strengths and advantages of his subordinates, but practical actions are also required.That is to say, the leader is required to care about and be considerate of his subordinates, so that people feel that he is fully expressing his respect and love for talents.

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 three things: As the old saying goes: "Honoring a person does not increase his beauty." The merits and achievements of the praised person should be properly and truthfully commented on, neither narrowing nor exaggerating.Say what grade you have, and say what you look like.It cannot be "the facts are not enough to make up for the pen", adding branches and leaves, arbitrarily embellishing, artificially beautifying, and arbitrarily exaggerating.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 one person's face" will inevitably "please one person and leave a group of people in the cold."Not only is the model untenable, but it will also cause dissatisfaction among the masses, affect internal unity, and those who are praised will also feel isolated. 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 repeated and often carried out.When the effect of the last praise is about to disappear, it is necessary to carry out the next praise, so as to maintain the effect of praise 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. There is a famous saying that goes like this: "Many know how to flatter, but few know how to praise." Excessive praise can turn into flattery.Therefore, when praising others, we must adhere to the principle of moderation.When praising or praising a person, sometimes a little exaggeration can fully express your praise, and others will be happy to accept it.But if you exaggerate too much, your praise will be divorced from the actual situation, making people feel that there is a lack of sincerity in it.Because sincere praise is often relatively simple, from the heart.Only flattery and flattery are exaggerated and artificial, and these things often make people feel sick. Everyone is eager to get compliments from others, but not everyone likes exaggerated compliments.The reality is often contradictory.But no matter what, the higher the level of knowledge, the higher the taste, and the higher the quality of the person, the less they like exaggerated compliments. The correct attitude to praise others should be seeking truth from facts, simple and sincere.Because generally cultivated people prefer natural and simple compliments. A past story between Fei Xiaotong and his first wife Wang Tonghui tells a very vivid story. In 1933, Wang Tonghui and Fei Xiaotong had an argument on the population issue at a classmate reunion of the Sociology Department of Yenching University.In order to persuade her, Fei Xiaotong gave Wang Tonghui a book on population issues as a Christmas present.Wang Tonghui later said to Fei Xiaotong: "It was your gift that touched my 'mortal heart', and I think you are an unusual person." After hearing this, Fei Xiaotong was very proud and praised that he had met a bosom friend. He later said: "This evaluation became the bonding agent between the two of us, that is, the thread that pulled the two of us throughout our lives. A person who appreciates 'unusual' and uses this as a token of love cannot be An ordinary person." Later, Fei and Wang became close friends of Qin and Jin.These two people only have three words for each other's evaluation - "unusual".There are no gorgeous words or exaggerated words, but they deeply moved each other. Excessive exaggeration is also harmful to the person being praised.Gorky once said: "Praise a person too much, and the result will be ruined." Because excessive praise often makes the person who is praised not want to make progress, mistakenly thinks that he is already perfect, and stops his progress footsteps.The well-known Fang Zhongyong was called a genius because of his talent and intelligence when he was young.His father took him around to visit guests.As a result, when he grows up, he can disappear from the crowd and be no different from other people. No one is perfect.Avoid exaggerated compliments when complimenting others.To do this, you must first correct your attitude and don't confuse praise with flattery.Secondly, while praising the other party, don't ignore his shortcomings and shortcomings. It is best to combine encouragement and praise.Only in this way can the positive effect of praise be fully utilized. To be an effective leader, Carnegie tells you a principle: praise the smallest progress, and praise every progress, sincerely agree and generously praise. For employees who have just started their careers, they often feel extremely difficult and lonely in their hearts. They cannot hear a word of encouragement when they are frustrated, and no one congratulates them when they succeed. At this time, if the new employees get even a few words of praise, it will be very exciting, so they will strengthen their confidence and work hard to do things well. Some people think that only big successes are worthy of praise, and small achievements are insignificant.In fact, this kind of understanding is one-sided, without considering people's inner desires, especially the loneliness and difficulties in the initial work. When a subordinate is on the 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 established immediately.There's a guy named Carley who does a good job of this. Max Carrey, managing director of ERP, struggled when he started his Atlanta-based sales and marketing services company in 1981.At the time, he had only one temporary employee on his staff.According to him: "The big success is too far away from us. We hardly feel any motivation." He made a decision: every time he got a small success, he had to celebrate it himself. Carrey went out and bought a siren, complete with a loudspeaker so that it would sound like an ambulance.If he can bypass the supervisor level and talk directly to the general manager of that company when he promotes his products on the phone, he will blow his horn once to celebrate; if he receives a large order, the siren will also sound.Today, his company has more than one million dollars in assets and eleven employees.Sirens echo through the company more than a dozen times a week.Whenever there is good news, everyone wants to come out and listen to their colleagues brag about the success they have just achieved.This also provides an opportunity for everyone to communicate with each other."Our employees aren't experienced enough to be hugely successful, so the celebration is a big encouragement," says Cary. It's the praise and encouragement of these small strides that have allowed Cary's company to achieve amazing results. grades. Remember: praise every improvement, no matter how small. There are many such leaders around us. They don't see the advantages of their subordinates, but they stare at their shortcomings and even magnify them infinitely. 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 a 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 tapping the shining points of his subordinates, stimulating their talents, and using them for himself. When employing personnel, managers should first look at their strengths and then their weaknesses. Ma Di was beheaded, which was a tragedy caused by Zhuge Liang's long-term use.It is said in history that Ma Di was "excellent in talent and good at discussing military strategy", and he was a very good staff officer and assistant.However, Zhuge Liang abandoned his strengths and took advantage of his weaknesses. He just sent him to lead troops to guard the street pavilions and confront Wei soldiers, which led to a fiasco in the end. As a leader, you must learn to look at and use the strengths of your subordinates, develop them, and create favorable conditions for them to fully develop. Wang Gang is the department manager of the factory. Recently his department transferred a man named Li Jie.Others' comments on Li Jie are: "I am always late, I don't work hard, I am self-centered, and I like to leave early." The past managers were helpless with Li Jie.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 off-duty bell rang, he was ready to leave work.The same goes for the next day. 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, he found that Li Jie's efficiency was excellent, exceeding the general standard, and the finished product was excellent, and he could pass 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 had any objection to Li Jie's early lunch.This instead makes the other party feel guilty.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. Your grades have been very good these days, and you can be regarded as the champion of the unit! You are really a first-class technical talent and work very fast. If you continue to work hard, you will definitely get a merit award. I found that you are talented Outstanding, I hope you can realize your potential. Maybe my words are not pleasing to the ear, for your future, you should abide by discipline and work hard.” After that, although Li Jie did not immediately correct all his shortcomings, he still insisted on abiding by his commute time and work mood. On the other hand, they are almost like two different people. 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 praising them, you can effectively motivate your subordinates to work for you, and at the same time, you will also reap the fruits of success brought by your subordinates' hard work. There is such a story recorded in "Warring States Policy": The monarch of Zhongshan Kingdom entertained his courtiers, and a doctor Sima Ziqi was present, but he did not 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 Ge and 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 those who are in trouble is better than rewarding those who have enough food and clothing, and treating subordinates is no exception.For those subordinates who have achieved success and have won many awards, one more praise will not have much effect, but for subordinates who are in trouble, this kind of praise 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.This 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 a variety show, so she had no confidence in herself, and she was not sure. "Variety Show" can be said to be Ni Ping's first play after she came to CCTV. battle.The future of it and Ni Ping can be said to be both prosperous and both.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 is seen by the director.He came over and said to Ni Ping, "Don't be nervous, you have the ability. Think about your work experience carefully: you graduated from Shandong Art Institute, acted in dramas for several years, and filmed so many movies and TV series. You should have accumulated a good sense of the stage. 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 hosted the "People and People" for a while. Is it a feature film?" Ni Ping felt a little calmer when she heard this.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 self-confidence. She felt that everything in front of her was nothing, and she should be able to do the job in front of her.She wants 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. 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. So, as a leader, you should give more praise to your subordinates who are still working hard in difficult times. You only need to pay some love to get back the loyalty of your subordinates. Why not do it? As a leader, you are the most clear about who is the most dedicated member of your department, who has worked the hardest, and who has achieved results.Public praise and praise in a timely manner can not only encourage those who are praised, but also stimulate the work enthusiasm of other employees in the department. Leaders should be good at grasping the advantages and strengths of their subordinates at work, and praise them in public in a timely manner to stimulate their enthusiasm for work.Praising in public can satisfy the psychological needs of young subordinates to the greatest extent.In addition, the praise of subordinates must be timely, once found, praise immediately.Only in this way can the subordinates realize that you value him. Once, Zeng Guofan called the generals to discuss military affairs.He said: "Everyone knows that Hong Xiuquan occupied Jiangning from the lower reaches of the Yangtze River to the east... Above Jiangning, there is only Wan Province. If Wan Province is restored, Jiangning will become an isolated city sooner or later." At this time, the general who had always been taciturn Li Xubin interjected, "Di Shuai means to enter Anhui." "Yes!" Zeng Guofan glanced at Li Xubin appreciatively and said, "Di'an said well, it seems that you have already thought about this. For generals, stepping into the camp and attacking the stronghold to calculate the distance and so on are secondary, the most important thing is to have the overall situation in mind and plan grandly, this is the talent of a general. Di'an is slightly better than you in this regard." In a large sense, the leader's praise of subordinates is a means rather than an end. To praise subordinates in front of everyone is to set an example and spur others to work hard and achieve results.Praising a subordinate in public is undoubtedly an effective way to control and control subordinates. It is a wonderful thing to be affirmed and praised by leaders in front of everyone, and it is an invisible driving force. Everyone has a sense of self-esteem and honor, and hopes that their work and their own value will be understood by others, recognized by society and affirmed by leaders.Public praise will satisfy the praiseee's thirst for honor and stimulate higher enthusiasm for work.In the regular meeting of daily work, some good behaviors found at any time can be praised; in the meeting of summarizing the work, it can be combined with the work to praise the good people, good deeds and advanced models who have performed outstandingly in a certain period of time; in some professional work meetings, Some good practices can be commended. However, if it is inappropriate to praise a certain subordinate's achievements and advantages in public, it may cause dissatisfaction or jealousy of others, which will not only have a bad influence on the praised subordinate, but also damage the prestige and image of the leader, and intensify internal conflicts in the department .Therefore, you must be cautious when praising your subordinates in public, and pay attention to the skills involved. To praise a certain person in public, we must first consider controlling the jealousy of other people.In fact, it is normal to praise a subordinate in public to make others jealous and envious. The key is that the leader can effectively grasp and guide it well, and guide this jealousy and envy in a direction that is conducive to work and unity. Public praise of subordinates must convince everyone and convince others.This requires that the leadership's words are well-founded. "Evident" means that there must be a factual basis, and no one can say "no" because of the ironclad evidence; "Evident" and "reasonable" must be combined to play the role of education and motivation. At a meeting, Director Meng mentioned He Mou who had published more articles when summarizing his work, and praised: "Comrade Xiao He is willing to use his brain and study hard. He has achieved a lot recently and published eight articles. Other young comrades would like to express their gratitude to Let’s study and make some achievements.” Before the words finished, a young subordinate interrupted and said: “The level cannot be determined by the articles, and the quality of the articles cannot be determined by the number of publications. The number of published articles does not necessarily mean the level High, it may be that there is a lot of rubbish. Some people publish one or a few articles in their lifetime, but the impact is great. Could it be that the level is low?" Director Meng was speechless when asked, and had to explain .As a result, no one was happy. Director Meng's embarrassment is not that he has no basis, but that he has evidence but is unreasonable.His praise did not stand up to scrutiny, so the others felt unhappy and blocked his praise back. When some leaders praise their subordinates, they only think about establishing their own personal prestige and buying people's hearts, but they don't actually show the sincerity of appreciation.Whether it is the person being praised or others, it is like being tricked by a monkey.Such an approach is simply impossible to make the leader do what he wants.When a leader praises his subordinates, he must first express his appreciation and sincerity. Leaders praise subordinates, especially in public, because the impact is relatively large, so the principle of fairness should be adhered to, and everyone should be given equal opportunities. Praise is not against people, and anyone whose achievements meet the requirements and standards must be praised in public. It can't be one moment or another, hot and cold, praise one or the other.Only in this way can we create a working atmosphere of fair competition and hard work, so that the work of the unit can be done well. Compliments are motivating, there's no question about that.Praise must be sincere, it comes from your heart, and it is your heartfelt words. Only sincere praise can be accepted and understood.If you always put on the airs of a leader, blunt and old-fashioned, domineering, and look sideways at the achievements of your subordinates, you will lose their trust, feel disgusted with you, disobey your leadership, and even change jobs.If you drop your airs and be sincere, your emotional investment will pay off. In the final analysis, the modern business war is a contest of talents.Talent means long-term wealth.The brain drain is the loss of wealth.To retain talents, you need to put down your airs, be sincere and respect them.The following example illustrates the problem. One day, a talented young man who had previously held a departmental leadership position in the company suddenly resigned and left.General Manager Li learned that he was hired as a manager in a hotel.So General Manager Li found the hotel in person.The original boss took the initiative to come to drink, which surprised Mr. B who had just resigned. But it was too late for him to escape, so he greeted him with a smile and invited Mr. Li to drink, and he stayed by his side.The two of them drank slowly and talked slowly. Mr. Li smiled and was in a good mood.He and this former subordinate talked about some past stories about starting a business together and passing through trials and tribulations, and they talked happily.Then, I talked about Mr. B's recent situation.He asked enthusiastically: "Is it very good? Is it going well?" Mr. B must of course describe the current situation well: he is very appreciated by the boss, and after becoming a manager, his subordinates also cooperate well. According to preliminary estimates, in It can make a profit of 500,000 yuan within the year.I feel very happy while talking.Mr. Li smiled lightly and said, "500,000? I think it's too little." "For such a small hotel, it's pretty good to earn so much a year..." Mr. B argued in a low voice. Mr. Li said solemnly: "In my opinion, your talent should earn several million a year. You are too unconfident. You can't hide a dragon like you in this small place, so I think you are overqualified here! Or Go back and do it with me, how about it?" Mr. B was very surprised: "Mr. Li, are you kidding me? I just came out, and you want me to go back..." Mr. Li said slowly: "I think about problems and doing things. It's all serious." Mr. B smiled bitterly: "I even returned the company's house, is there still room when I go back?" Mr. Li said: "You are wrong. Our company's usual practice is to give the house to the person after he leaves. You are too condescending in the small hotel, so you leave this sentence: I will wait for you whether you want to come or not. "Mr. B returned to the company as expected, and a year later, after fighting all over the world, he made millions of profits for the company. Everyone is eager to be appreciated and praised, especially to be praised by leaders.Leaders who sincerely praise subordinates will make subordinates work for them faithfully. Tuoba Tao, Emperor Taiwu of the Northern Wei Dynasty, appreciated Cui Hao very much, hired him as a consultant, and encouraged him to brainstorm and dare to advise.At a banquet attended by hundreds of people, Emperor Taiwu pointed to Cui Hao who was next to him, and praised from the bottom of his heart: "You see, this man is thin and weak, and he can't bend his bow and hold a spear, but what he holds in his chest is far away." It surpasses the bravery of a soldier. Although I had the intention of conquering at the beginning, I was hesitant and could not make a decision. After defeating the enemy and winning, it was this man who guided me until today.” Franklin has a famous saying: "Honesty is the best policy." When a smart leader praises his subordinates, the best way is to be sincere. Emperor Taiwu did not have any hypocrisy in his praise of Cui Hao. He usually appreciates Cui Hao very much. Honesty can be seen everywhere, sincerity is the panacea, William James told us: "We are only half awake compared with our potential. We use only a small part of our physical and mental resources. Every man is far from his limit, he possesses all kinds of abilities, but often habitually fails to use them." One of the most important tasks of a leader is to realize these potentials.Remember, the premise is to forget that you are a leader. Even if you urgently need to establish prestige at the beginning of taking office, you must put down your airs and sincerely praise every strength of others.