Motivation & conformity save time: 10 tips for better praise

Employees and antagonizing colleagues: 10 ways to start with praise and positivity Feedback Guaranteed demotivated employees.

Whoever slimes gets further

Who slimes, gets ahead! Because praise and recognition everyone likes to hear it improves productivity and absolutely every praise if Honestly meant or not, motivated – or not? Not really, because other people usually notice Peoplewhether the praise is sincere or just cheap flimsy. So here are 10 tips on how to make sure you slip on your own slime trail:

1. Praise on every opportunity, whether you mean it honestly or not. Real participation and appreciation filled with joy about something - nonsense! Others don't even notice the difference between authentic praise and sloppiness!
2. A lot helps a lot. So it's best to talk, talk, talk. The louder the hymns of praise, the more believable. Just not too subtle and certainly not non-verbal. Otherwise the praise “victim” could become suspicious.
3. Only praise with ulterior motives! Anyone who has no intention of doing so does not need to praise - anything else would be inefficient!
4. Always camouflage criticism nicely with praise: Who doesn't like nicely packaged criticism? The other one is guaranteed to be grateful and everyone is happy!
5. There must be irony! The best thing to do is to praise it as mockingly as possible or straight away from above according to the motto: “Well, please, it works!” Or reproachfully “Why not like that?”. Sentences such as: “You only have to want to, then it will work” are ideal, which suggest that colleagues are not committed or a disparaging “Super! Now you too have finally understood ”.
6. Every situation gives cause for praise! It's best to cheer every little thing, then colleagues get used to it. They are assured of a chilled working atmosphere because everyone thinks they don't need to make any further effort. Under no circumstances should the message be: “It is worth keeping up with the ball. There's more in there! " - only creates unnecessary stress!
7. Even months later, praise is always possible - ideally with a meticulously planned praise strategy. And always nice and general, never specific, for example: “The behavior at the last fair three months ago was really good. Keep it up!"
8. Don't just say, “Well done”! Just don't go into details and say exactly what you found good. It's best to avoid such sentences - then you can't be pinned to them: “At the trade fair last week, I noticed your exceptionally good customer service. They are friendly and polite, use very positive language and find suitable alternatives. You make everyone feel like the only thing that matters to you at the moment! ”/ Li>
9. Only praise with reservations: "Your presentation was very interesting, but next time pay a little attention to the spelling." That always goes down well! On the other hand, it is very bad if the praise remains isolated. Ideally, always post a criticism right away - the colleague shouldn't go crazy.
10. Praise can also be done wonderfully on the side: Always give the impression of being rushed or of shortage of time, then the praise looks really real - and the colleagues still very well notice how important you are and how lucky they are.

Praise helps with delegation

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Incidentally, praise also helps a lot if you want to delegate work efficiently. Because everyone Time management-Tips anyway: The best way to save time is still not to do the work yourself.

Employees and colleagues can perhaps do the task better and more efficiently and you take on other work yourself fast and light from the Hand go. Or because you simply pay for the service.

6 tips for better delegation

But many shy away from not doing things themselves – in many cases because they Anxiety have, the result could be worse. A pretty stupid misconception. Because to ensure that the result is as desired, you should pay particular attention to one thing: to communicate things correctly. Six tips for a goal-oriented delegation discussion:

1. Tell them why you want to hand the task over to this person: "I am convinced that you can carry out this task best and fastest because you have the appropriate expertise." This trust has a motivating effect.
2. Make it clear what exactly needs to be done. Discuss all the requirements for quantity and quality, pay attention to precise wording and make sure by asking that the other person has understood everything. "I want you to work through the X-Files, which is now on my desk, for me by 12 noon tomorrow and write down all contradicting information."
3. But make sure that you describe the goal, not the process itself. You may be able to offer some suggestions for implementation. The employee should have the freedom to decide for himself how he wants to carry out the work. This personal responsibility promotes motivation.
4. Make sure not only that you place the order, but also that you give everything that is important for its execution: “So that you know what it is about, I would like to give you the following facts and information ... You will also need the following Materials…"
5. If possible, agree on the time of completion with the others: “I would be very happy if the task was completed by the end of the week. What's your schedule? When can you finish the task? ... The day after tomorrow? Well, let's set this date ... ”If that doesn't work, explain why the deadline has already been set:“ Unfortunately, I cannot grant a longer period because the customer insists on the corresponding delivery date ... ”
6. People don't like doing work that doesn't make sense to them. Therefore, once again make it explicitly clear what the purpose and benefit of this work process is and why the task is important. If the other understands this, he will work much better: “This task is very important for our company because it greatly simplifies the accounting processes. Your commitment will save us a lot of money in the future.”

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