What is the negative effect of improper praise?

[ Classic Review ]

Generally speaking, employees are willing to accept praise from leaders and colleagues. Appropriate and appropriate praise can really fully stimulate the enthusiasm of employees. But if praise is improper, it will also have a strong negative effect.

People often say, "Use the telephone for criticism and the loudspeaker for praise." Praise with a "trumpet" can not only meet the spiritual needs and pride of the person being praised, but also shock people's hearts and boost morale. Many leaders may be puzzled by the statement that praise is improper, and think that praise is the main work method, which has been tested by history and tried and tested time and again. But what I want to explain here is that praise does not always get the expected effect, and sometimes praising a person will hurt him.

An introverted and slightly withdrawn employee has made achievements in his work. The leader praised him by name at the meeting and mentioned it many times on different occasions, but the employee just felt uncomfortable. He is introverted and cautious, and he doesn't want to be paid too much attention by others. What he longs for is more understanding. Recently, many employees met him and asked, "What work achievements have you made recently?" Wait a minute. The employee was even more agitated when he heard this, thinking that it was all caused by the praise of the leaders, which brought him psychological depression. After that, his work was not active.

Therefore, employees who are introverted and unassuming should not use "speakers" when praising, but should package the praise tactfully and tactfully, and choose the best opportunity and appropriate occasion to deliver it skillfully, so that he can enjoy the care and encouragement of leaders and colleagues, so as to achieve the ideal effect of successful motivation.

[ Case study ]

Xiao Li is a secretary who has been with Manager Zhou for many years. Not long ago, Manager Zhou sent him to the grass-roots level to take charge of the work of a department. Xiao Li didn't live up to the trust of Manager Zhou, and his work was excellent.

Manager Zhou is very proud, telling everyone that Xiao Li is capable. It's really worthwhile to spend so many years with himself. Later, whenever there was a meeting in the bureau, Manager Zhou always praised Xiao Li, and he often said to some ineffective subordinates, "Look at you, you are always dragging your feet. This job has been handed over to Ronaldinho and has already been completed."

After a while, Manager Zhou found that I don't know when Xiao Li's work became mediocre, and people lost their previous cheerfulness and competence. Zhou Jing's ideal, perhaps Xiao Li needs encouragement and spur, so he praised it more frequently and the specifications were higher. Even ministers knew that there was a capable Xiao Li in the industrial bureau.

Finally, one day, Xiao Li went to Manager Zhou and said, "Old Chief, please don't praise me again. Thank you! "

manager Zhou was stunned and said, "Xiao Li, are you kidding? Don't praise, don't you want to listen to my criticism! When you worked under me before, I criticized you a lot. That's just hating iron and not turning it into steel. Now, you have made great achievements, and your praise is still light. But don't be cocky. I'll criticize you if something goes wrong. You haven't done as well recently as before. Why? Are you proud? "

Xiao Li gave a wry smile and said, "As long as you don't praise me publicly, I guarantee your satisfaction." Then Xiao Li analyzed the disadvantages of praise one by one.

"People all know that I am your person, so what they care about most is not my performance but your attitude and evaluation of me. In this way, not to mention praise or criticism, they will all think that strict requirements are the foreshadowing for my promotion in the future. If you praise me publicly, they will think that promotion is imminent. Although they are always intrigued, now I am their obstacle. This will cause public outrage. You say, can I live a better life? Can my work be carried out normally? This is one of them. Secondly, even if people don't have the ambition to climb up, they don't care if I become a stumbling block, but you always praise me, and they will think, since Xiao Li is so capable and the leaders appreciate him so much, well, let him do something in the future. You said I was covered in iron. How many nails can I hit? And my colleagues have become bystanders, waiting to see my jokes. Am I not alone? Third, because you always praise me, others will gradually demand me with high standards. Usually, no one has a little fault, for example, being late and leaving early, doing some personal things, which is inevitable for everyone, but these will be particularly dazzling to me. Many people will catch these red people who prove that the leadership is not perfect, or even the quality problems of obedience. So as the saying goes, the rafters rot first. Your praise has forced me into a desperate situation where everyone is uncooperative, everyone is picky and everyone regards me as a thorn in the side. What do you think I should do? "

manager Zhou said, "are you exaggerating? how can people be so insidious and dark?" I don't just praise you at ordinary times. How can other people be in trouble when they come to you? "

"Yes, leaders should always praise their subordinates. It's not enough not to praise those who deserve it, but you score points. People like us, who have been secretaries and are regarded as leaders' confidants, must be cautious when praising. Nowadays, the reality that has to be admitted is that not many people believe that leaders will care and appreciate their subordinates out of public interests, so leaders who praise a certain mass too much will cause other people's speculations. Therefore, even if you really appreciate my ability instead of praising me out of goodwill, others will be sensitive. "

Manager Zhou said, "What do you suggest? It is also a fact to say that you have a good impression on you, but if you don't work hard, I won't praise you so much. "

Xiao Li smiled and said, "I understand this. Isn't it easy for a leader to really care about the masses? You can do it quietly, but it is hard to be considered for the masses if you always praise it publicly. "

In fact, many people have encountered Xiao Li's situation. It's not that all the praise given by leaders to subordinates is superfluous and hypocritical, let alone that it's not a good way to praise those who are excellent, diligent and practical in order to set an example and improve efficiency. The problem lies in when and how to praise them appropriately. A shrewd leader should never always talk about the "contribution" of one or two people for a long time, let alone attribute all the achievements of collective cooperation, even if it is only a small achievement, to the main personnel and ignore the "supporting role". You know, improper praise can also hurt people, including the person who is praised.

[ touch the gold skillfully ]

If praise is improper, it will not only fail to play its due role, but may also lead to the opposite result. Therefore, praise must pay attention to art. 1. Praise should grasp a certain degree, which includes both qualitative degree and quantitative degree. The so-called qualitative degree means that praise should be accurate and measured. When determining the tone of praise, leaders should consider the specific situation. If the praise is not praised, it will dampen the enthusiasm of employees if it is understated with great fanfare. On the other hand, exaggerated praise will not only help employees to pursue progress, but sometimes make employees feel that managers are hypocritical, and such praise will be worthless. The so-called degree of quantity refers to the reasonable determination of the number of times of praise. Praise can't be arbitrary, just open your mouth. If managers see a little bit and talk a little bit, and hold the psychology of "too much oil will not spoil the food", praise will be like a cheap commodity, which will make employees disdain it. 2. Pay attention to the timeliness of praise

When employees' bright spots are discovered, leaders should strike while the iron is hot and give praise in time. Don't wait until the employees' enterprising spirit is cold and exhausted, and then praise, it will have no effect.

3. praise should be balanced

managers should pay special attention to the use of praise points and aspects. The object of praise is certain people and things, and sometimes many good things are accomplished by many people together, and people can't just "enjoy the honor". At this time, as a manager, we should proceed from reality, distinguish between primary and secondary, and treat them differently. 4. Pay attention to the flexibility of language when praising

A positive word, a satisfied smile, an approving look and an approving nod from the manager all have the meaning of praise. Many managers are used to praising employees with a few words, such as "great" and "you are really good". After a long time, employees are tired of listening. If leaders can often change praise terms, the effect will be different.