Compliments to employees

1. Here, I want to give the above supervisors and employees a notice of praise, and at the same time say a sincere greeting to them: You have worked hard! We call on all employees of the group company to follow their example, take the factory as their home, and actively do their own jobs for the long-term development of the company.

2. Among them, the marketing center and Li Ge were rewarded with 100 yuan, and the cost accounting group of the center rewarded 300 yuan. As a representative, Wang Haiying will go to the financial receiving department to reward them. In view of the contributions made by the above personnel and collectives in the work, we give written praise and cash rewards, hoping to make persistent efforts and make new contributions in the future work! At the same time, I hope all employees will follow their example, do their jobs in a down-to-earth manner and contribute to the bright future of the company!

Behind every effort, there must be a double return.

4. In addition, the excellent performance of XXXX won the respect and appreciation of customers and the praise of employees (XXXXXX) with good reputation. At the same time, we also call on all employees to follow their example, hoping to form an atmosphere of catching up with learning and helping others in our enterprise and set off a wave of learning model employees.

5. Persevere, be brave in struggle, work tirelessly every day and strive for perfection.

6. Because of your kind people and highly responsible attitude, you are strong, brave and fearless in the face of difficulties, which has increased the chances of success again and again for enterprises in the tide of market economy!

7.XX is diligent, dedicated and dedicated ... He is a good assistant to the leader and a good example to his colleagues. I hope to make persistent efforts and strive for it by going up a storey still higher.

8.XX is diligent and dedicated, and is a good assistant to the leader and a good example for colleagues. I hope to make persistent efforts and strive for it by going up a storey still higher.

9. Because of your hard work, honesty, and persistence in high ideals, you have created today's glory for the company!

10, because of your mutual goodwill, equality and harmony, you have built a free and happy working environment for the company!

1 1. Praise is a good medicine to soothe a broken heart and a driving force to inspire people to keep moving forward. If you find the advantages of others, speak out boldly. Infect everyone around you with your happiness, and you will get more praise.

12, you did a good job.

We are proud of you.

You always speak appropriately.

15, well done, keep working hard.

Further reading: 9 sentences that bosses should never say to employees.

1. Don't say, "I hired you. You must do as I say. "

Such remarks make you look like a dictator. Threatening and abusing power is not a good way to stimulate employees' personal loyalty, nor can they achieve excellent work performance. Excellent managers should guide employees through inspiration, guidance and encouragement, and even serve them. Good leaders don't need to threaten employees.

Don't say, "You are lucky to get this bonus. Other companies only distribute frozen turkeys to employees. "

A wise boss knows that his employees create profits and never condescends. Smart. Managers should always be willing to reward those employees who have made outstanding contributions to the organization.

Don't say, "I worked late yesterday and I was still working on Saturday morning." Where are you? "

It is wrong to exert pressure and force employees to stay up and turn around, which will make employees feel dissatisfied and demoralized. Just because a manager works seven days a week doesn't mean that loyal employees should do the same.

4. Don't say, "You should stay. We won't discriminate against you because you are a woman. "

A boss once said such insensitive words to a female executive, and this female model recently won the Outstanding Woman in Science and Technology Award. She left this outspoken boss and now embarked on a brand-new career path. Prior to that, she worked as a regional sales manager and general manager for the largest telecommunications company in the United States. A good boss will never discriminate against employees, and will never let employees get hurt directly or indirectly because of their gender, religious belief, political inclination or race. Such behavior is rude even if it doesn't violate the law.

5. Don't say, "We must cut costs." Meanwhile, the manager bought a new desk.

In difficult business times, employees will respect considerate bosses, because bosses can understand the challenges they have to face. They hate leaders who adopt different standards. In challenging times, managers should set an example.

6. Don't say, "I don't want to hear your complaints."

As a boss, you should actively listen to employees' feedback, even if it is negative. In my opinion, leaders should listen to suggestions with an open mind and give full consideration to the questions raised by employees. Even if this problem can't be solved, let employees vent their dissatisfaction, even if it's only for a minute or two, which is very helpful to build loyalty and boost morale.

7. Don't say, "This is what we have been doing."

Such remarks will certainly inhibit innovation. A better way to put it is to ask the other person, "Do you have any suggestions for us to improve?" Nine times out of ten, employees know what they can and should do to improve the efficiency of their tasks. As managers, our job is to encourage employees to find creative solutions to deep-rooted problems and reward them with clear thinking.

8. Don't say, "Your work is terrible."

Managers need to state their expectations clearly. They should provide employees with the resources, budgets, deadlines, training and support they need so that they can complete their tasks well. Managers should ask employees to repeat the instructions they received to ensure that they fully understand the assigned tasks. If there is an error in the employee's retelling, it may be that the task does not match the employee's work ability, or the instructions they received are not clear.

9. Don't say, "You are the stupidest and worst employee."

Losing your temper, swearing and belittling will hurt the employees' hearts. The boss should be polite and show professionalism. A columnist in Forbes magazine pointed out that bosses should not swear and abuse in front of employees, and it is absolutely unacceptable to scold employees.

In short, excellent managers should keep their promises and try their best to set a good example. A good boss will praise employees in public, and if it is necessary to make constructive criticism, he will act cautiously and make well-intentioned criticism in private. Allowing failure is the key for the boss to delegate work to employees. Employees will learn from their failure to achieve their goals.

When employees provide feedback, you should learn to listen and try your best to consider their ideas with an open mind. If leaders follow these suggestions, they will feel the loyalty and dedication of employees, and employees will really enjoy their work and make outstanding contributions to the well-being of the organization.

Expanding reading: 7 principles and skills to praise employees!

1. If you want to praise, don't criticize.

If you want to praise an employee, don't be picky or say "but". Praise and criticism, the other party will only remember "criticism" but not "praise", which will not achieve the purpose of "praise".

In fact, praise is a kind of "giving". Since it is paying, we must be enthusiastic and confident. Don't hesitate, be timid, as if you are "reluctant" or "unworthy", which makes people unhappy and unclear.

2, public praise, appropriate things should not be people.

Whether to praise publicly depends on the situation and occasion, and cannot be generalized. Sometimes you praise a person, but you hit a large area. In this case, the parties will not feel how glorious it is to be praised, but praise will have a negative impact.

Word-of-mouth should pay more attention to the value and behavior of the group in order to enhance the group's ability and cooperation spirit. Team should always be the focus and direction of our attention. Therefore, public praise should pay attention to skills, praise people with praise, and praise individuals with praise team.

If you want to praise publicly, you might as well do it in private first.

It's not that word of mouth must be about things, not people. In fact, if a person's contribution and performance are outstanding, public praise is also necessary, aiming at setting an example, advocating a spirit and carrying forward a value.

In this case, it is best to talk to each other privately, or even do some "foreshadowing" in advance to form a certain range of * * * understanding, and then praise it publicly. This will make the other party feel that the boss really trusts him, increase the sense of "grandeur" and "surprise" of praise, and make the praise more brilliant.

4, praise in private, to people.

If you feel that you appreciate someone's outstanding performance, but it is not suitable for public performance, then you can do it in private and invite them to "talk". In particular, don't praise your cronies or people around you too much in public, so it is easy to "isolate" your cronies and people around you.

Private praise is more about conveying a kind of recognition and trust: you are excellent (because you are excellent, you can do things). Therefore, private praise focuses on personal growth, and you can also take this opportunity to put forward further expectations and goals to the other party.

5. Where the subordinates are, your praise is there.

Go out of the office and give praise anytime and anywhere. This is different from the word-of-mouth we mentioned above. It's more like "meet and say hello", which makes praise more cordial, timely, specific and infectious.

Don't always put on airs, pull a face, and often go for a walk. Where there are hard-working subordinates, even a greeting is a great encouragement. For example, pat subordinates on the shoulder, praise some encouraging behaviors and performances in person, and also greet their family and living conditions.

6. Where is the subordinate's heart, your praise will fly.

The highest state of praise is to follow one's inclinations, not to follow one's inclinations, but to follow the hearts of subordinates attentively, so that praise can fly with their "hearts" and their hearts will move for you.

A good compliment will definitely go deep into the other person's heart and know their thoughts and needs. For example, when a subordinate is a positive person, you can take him to the boss to "praise him", which will encourage him to be more motivated; When your subordinates are far away from home, or rarely go home, tell their parents or family members about their situation, so it is easier to impress them and work with peace of mind.

7. Praise as a means needs a good plan.

In fact, there is no way to praise, you can be public or private; You can praise a team or an individual. This requires you to design according to different situations and needs, so that your praise will be more effective.

Everyone's personality, needs, culture and background are different, so they need to be treated differently and cannot be treated equally. For example, when one of your subordinates is a thorn in your side, you can discourage him first, and then find opportunities to praise him; When one of your subordinates always gets no praise, you can consciously give him some opportunities to show off and let him "take the initiative".

Moreover, according to the different "events" and "behaviors" praised, different ways are adopted. At the same time, praise can also be combined with some "small gifts", such as a note, a bunch of flowers, or even a movie ticket, a meal and so on.

In short, praise should not be simplified and complicated, but must be more humane and conform to the values and ethical pursuit of the organization.