The leader drove the workers to work.

Team members have a characteristic: if you praise a phenomenon instead of someone at a meeting, many people will take their seats and think they are the main body of this phenomenon, so the boss praises himself; On the other hand, if you criticize a phenomenon, most people will think that they have no such phenomenon, and the object of criticism is not themselves. Therefore, if we don't nominate and praise a phenomenon in public, we can praise many individuals and inspire many people. If you criticize a phenomenon in public, you hate it, and the more you say it, the angrier you get, and even go on the rampage, but it doesn't have a good effect. Finally, the author will discuss how to criticize others in future articles.

There are two points to note: the above are public and must not be nominated directly. Direct nomination, the marginal effect of not getting praise. It will also make the praised person a little embarrassed in front of all colleagues. Instead of thanking you, the praised employee complains about you and why you took him out to dry. Blame you for separating him from the group. This is also the case. It is easy to list a person who is nominated and praised in public as the object that everyone stays away from. Careful analysis doesn't make much sense, but this is the characteristic of China people, and careful managers can find this law as soon as they figure it out.

2. One-on-one verbal praise (Shucun Net www.mcqyy.com)

The most effective way to really encourage someone is to praise them in person. This kind of praise can be not only true praise, but also often used for false praise. It's really inspiring. In other words, it is not only used to praise someone's outstanding behavior and phenomenon, but also to affirm his previous work and encourage him to work in the future. The work excitement of employees often comes from the affirmation of superiors, and there are many ways to affirm: for example, promotion and salary increase, and verbal praise is also an important way. False praise and true encouragement refer to an employee whose comprehensive performance is not outstanding, but whose comprehensive quality is relatively high. For various reasons, he failed to exert his best energy. Such people need to use encouragement to mobilize their work status and use it for me. Tell him face to face: some of his behaviors are very good. As long as you continue to work hard, you will definitely achieve better results.

3, borrow the boss's mouth

This compliment is suitable for core team members and old team members. Generally speaking, becoming a member of the core team will be in a relatively stable stage, and the work will not change much. After all, to become a manager-level figure, it is not every year that there is such an opportunity, or there is an opportunity to compete for a manager, and the intensity of the competition can be imagined. The core team members have grown up with the encouragement of the managers themselves for many years. Once they become the core team, the same words of encouragement will naturally lose their influence if they come from the same person too many times. But all managers know that the morale of the core team must be high to lead the whole team to victory.

This requires managers to be good at using their superiors. The head of the headquarters visited the market, and the opportunity to meet the first-line sales team was very precious. As a manager, we must make full use of the once-in-a-lifetime opportunity to do two things: one is to boost the morale of the team, and the other is to boost the morale of the dealers. Of course, it is best to win the support of some resources. As for how to get resources from the boss, the author will discuss it in future articles. Every time I meet my boss, I will report someone's outstanding performance to him, and then ask him to affirm this performance and encourage him to continue his efforts in communication with him. Headquarters leaders have been paying close attention to his growth. This has achieved the goal of motivating the core team that a manager can't achieve himself.

Managers should be good at discovering and accumulating the advantages of subordinates in their daily work, and never be stingy with their own praise, but don't praise them at will. Praise is a tool and an art ... every manager should concentrate on understanding, not only the above three principles of praise, but also be good at using praise to boost team morale.