Archive for the ‘Communication Skills for Managers’ Category
30 Ways to Praise and Thank Employees (part 2)
![iStock_HappyEmpfemaleXSmall[1]](http://managemyemployees.com/wp-content/uploads/2009/12/iStock_HappyEmpfemaleXSmall1.jpg "iStock_HappyEmpfemaleXSmall[1]")
Take time to look for good behavior as well as good attitude, then recognize your employee for it.
Good behavior or good attitude doesn’t have to be recognized with $$money. A verbal or written praise/thanks is especially meaningful, and it lasts.
Mark Twain said, “I can live for three months on a good compliment.” Here are 10 ways to say “good job”…
- Thanks for getting back so quickly, you saved me some time.
- I really appreciate the questions you ask, it shows you take genuine interest.
- Your work on that project was nothing short of Fantastic!
30 Ways to Praise and Thank Employees (part 1)
A recent question from a journalist interviewing me on ‘praising employees’ brought an interesting point to mind: what if you know you ought to thank or praise your employee, but you’re not exactly sure how to say it?
In a four-part series my posts will cover: Part (1) 10 Activities That Merit Thanks or Praise? Parts (2) through (4) will have 30 Phrases of Praise or Thanks, plus some best practices.
What Activities Merit Thanks or Praise? Here are ten possibilities (of course there are a lot more instances which are deserving)…
- Going beyond what you asked
- Hitting a deadline or exceeding a goal
- A consistently positive attitude
Boss Mistrust
With everything going on in society, trust is more important than ever. It’s crucial in business, with customers, with fellow workers, with vendors or suppliers—everything really.
When it comes to building trust with associates, mistrust seems to be more prevalent. Many employees believe their boss spins the truth, fosters gossip and fails to deliver on promises.
A study of 700 workers by Florida State University found among other things:
When Staff Meetings Become Gripe Sessions
Why do staff meetings morph into gripe sessions? Because leaders allow it!
If your meetings are characterized by griping and complaining, with little being accomplished, then it’s only because you’ve permitted employees to conduct themselves that way.
Gripe sessions waste valuable time. Gripe sessions are largely counterproductive—and rarely solve or advance anything. Gripe sessions lower morale to the cellar.
I’ve run into a number of managers who quit holding staff meetings because their meetings had become primarily gripe sessions. I’ve also discovered that managers may feel unequipped in handling griping and complaining from employees.
Here are five tips for preventing meetings from turning into gripe sessions:
Energize Your Staff Meetings
Pointless or boring staff meetings are a colossal waste of everyone’s time. Fortunately however, that doesn’t have to be the case. To make staff meetings relevant and highly productive you can try a few road-tested tips:
- Begin by asking for good news. What has happened in your area that’s positive? This sets a proper tone for your meeting and encouraging news helps keep attitudes positive.
Are You Making An Assumption About Your Employee Communication?
A dangerous (and common) assumption I’m noticing today — presuming that employees are adequately informed on significant aspects of the organization’s operations when they really aren’t.
For most employees being in the loop about goings-on in the company is essential to job morale. However, in order for people to feel connected, believe that their role has significance, and be sufficiently motivated to give their full efforts, we must keep people adequately in the know. There are a few keys to doing this.
