4 Types Of Subordinates Should Be Commended.

The manager is right.

Praising someone is a punishment for others. Therefore, when managers praise their subordinates, they should take all of them into consideration.

1. praise the couple.

In fact, every manager will encounter such questions: do you think it is natural for a new employee or a beginner to be reprimanded when there are obvious faults? And are you just willing to cater for and praise those outstanding employees?

For these problems, if managers fail to handle properly, they will let the inexperienced new employees fall into a vicious circle: they are accused of making mistakes, and they will shrink back after being criticized. The shortcomings have not been reduced - the chances of being praised less and less - losing self-confidence and becoming more and more unable to adapt to their work.

But if the manager can see this problem from another angle, that is, to realize that the newcomers have no experience after all, it is justifiable for them to make mistakes by accident, and what these employees need most is encouragement instead of accusation.

Therefore, we should try our best to find out some advantages and encourage them, so that in the long run, we can form a healthy working atmosphere in the Department and create an optimal growth environment for new people.

2. also commend the defective employees.

Everyone is not perfect, but it is not good for nothing.

For managers, the employees of their subordinates are also different.

Some subordinates have weaknesses and weaknesses, such as poor working ability, disagreement with colleagues, bumping against superiors, etc.

Generally speaking, these shortcomings are disliked by their superiors. Their superiors are apt to make mistakes that are partial and comprehensive, fail to see their achievements and progress, or think that even if they achieve achievements or progress, they should be offset by their shortcomings and are not worth praising.

In fact, employees with shortcomings need more praise.

Because praise is a kind of strength, it can urge subordinates to make up for deficiencies and correct mistakes, and the cold and disregard of superiors will make them lose power and strength, and will not help solve problems and improve shortcomings.

In the eyes of ordinary people, it is often believed that those who are praised by their superiors should be those who do not have many shortcomings. Therefore, praise can make those subordinates feel valued and inspire them to improve their own shortcomings.

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3. praise those who work hard.

In reality, many managers often only look at the results, do not pay attention to the process, take the success or failure of heroes, praise only those who have made certain achievements, but fail to find that many employees often make great efforts in their work, but they have not received corresponding results. This situation will also give employees a sense of frustration.

In fact, such subordinates are most in need of the affirmation and encouragement of their superiors.

Therefore, it is unfair to judge a person's good or bad only by the result.

Although some of their subordinates' performance is not ideal, they have tried hard. They must not be ignored, and they should be affirmed and encouraged appropriately.

If you want to be a good manager, you should not only attach importance to those who have successfully completed their tasks.

For those subordinates who have done their best or even made great sacrifices, but fail to complete their tasks for other reasons that cannot be overcome, a failure may make them lose self-confidence and lack of fighting spirit. If managers can encourage or praise in time, let them know that their efforts are not wasted, they will definitely regain confidence and find themselves.

Next time, they may not be losers, but they will be winners.

4. praise those subordinates who can successfully accomplish their tasks.

Perhaps, it is only a small part of the top staff to be able to do the job well and beyond the manager's expectations.

For most subordinates, they can only finish tasks on time or even reluctantly, because after all, people's abilities are different.

However, as managers, they should also praise those who can successfully accomplish their tasks and have common qualifications. Otherwise, they will also feel frustrated.

Usually, when employees are conscientiously completing a job or making some achievements, they always want to be appreciated by their superiors. Once their expectations fail, they will feel a sense of frustration. Instead, they think that their superiors "will only recognize those employees who show excellent performances and ignore them at all."

Therefore, as a competent manager, we should be good at using all kinds of opportunities to praise the ordinary employees who can accomplish their tasks. This is not only an affirmation and appreciation for them, but also a concern for them, and this is also a concern for the whole department.

An educator once said, "if we praise young people constantly, they will have self-confidence. At this time, we will supervise them strictly.

In this way, they will still have deep confidence in their abilities, so that they can get rid of their low spirits and accept further guidance.

For all subordinates, managers should not be stingy and praise. They should praise them naturally and generously, even if it is just a small progress and success.