How Often Do You Praise Your Employees?
It’s important to believe that employees want to do their best and contribute to the success of the company. This is the basic positive foundation for leading your team.
I’m not sure whether it’s survival or just training as it does seem that we all gravitate towards the weaknesses in ourselves and others. It only breeds the half-empty mentality and doesn’t satisfy us at all.
Yes, there are individuals that either can’t perform in their role or whose behavior is unacceptable, though the majority of employees come to work with the intention of doing their best.
If most members of your team are frustrated and not doing their best, then step back and look at your management style and the working environment. Neither needs to be perfect, rather both need to be respectful towards the employees.
If you embrace this belief then the next step is to encourage everyone by recognizing their desire to do their best. How do you recognize them? By praising them for the strengths they bring to the group. You have a choice to either recognize the weaknesses or the strengths of each person.
What is your management behavior – the glass is half-empty or half-full?
When managing employees, you are responsible for their overall performance. Which means if they are having a difficult time with one of their responsibilities, you need to intercede and help them elevate their performance. This can be done easier when an employee feels you appreciate what they do bring to the table.
Everyone is an employee in an organization at some level. When managing your employees, think about how you want your manager to treat you. Do you what him/her to praise your contributions while providing guidance for stronger performance? Or do you want your manager to highlight only your areas of improvement?
If the employee can’t perform their responsibilities for lack of ability or behaviors that interfere with their performance, then you need to make a difficult decision but one based on respect for the individual.
Praise goes a long way. It actually makes you feel good because you are creating more positive energy around you and your employees. This is not a pollyanna belief as it’s been proven to impact the overall performance of your employees.
This is also a great time to view your strengths as a manager. Give yourself the same respect by praising yourself for what you do bring to your team.
So are you a half-empty or half-full kind of manager?
Choose the half-full and and step up to praise
as an active form of interaction with your team members.