As managers we have to be conscious of the fact that praise is as important as criticism. Too many times managers only feedback to an employee is negative; what they did wrong.
It’s time we changed that. One of the best leadership leassons I ever learned was if you’re going to kick em in the tail, pat em on the back, too.
[Tweet “If you kick ’em in the tail, pat ’em on the back, too! Recognize Top Performance!~Butch Bellah”]
First and foremost, I think most people want to do a good job. Call me naïve, but I still believe that there is something ingrained in most of the world that pulls us toward the good instead of the bad. However, the problem comes in when employees, associates, salespeople and others don’t know what constitutes a good job.
We fail to acknowledge it. But, we are quick to let them know when they are doing—or are close to doing a bad job (or underperforming). So, human nature takes over and the employee ends up doing just enough to stay above that bad job “line”.
What a waste: a waste of their talent, time, energy and ultimately your company’s productivity and profits.
Just as you let them know when they are performing substandard work, tell EVERYONE about them doing extraordinary work. Be the bell ringer and shout it from the mountain tops.
Criticize when necessary, but praise when it’s deserved.
You’ll be amazed at the results.
Build a Top Performer (or Superstar or whatever you want to call it) board at your office. Then every month display pictures (yes PICTURES) of those that have either met their goals or have done something worthy of being included in the group. Once the month is over, take those pictures along with a personal letter and mail them to the employee’s home address so their family can share in the glory.