Page 25 - Twenty Four Lessons for Mastering Your New Role

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Another simple motivator is to use employees’ names when you
chat with them. You’ll get off to a great start as a manager if you learn
everyone’s name quickly and weave it into conversations. Workers
respond more enthusiastically when their supervisors speak to them
in a friendly, personal tone.
Rookie managers sometimes assume they should ration their
praise. Otherwise, they may figure that employees will come to
expect it all the time. Yet there’s no such thing as too much praise as
long as it’s grounded in real accomplishment. Whenever a staffer
earns your admiration, say so.
Praise works best when it’s specific. Expressing gratitude never
hurt, but if you explain why you’re thanking a worker, you heighten
the effect. Get in the habit of saying, “Thank you for ...” rather than
just blurting out “Thanks” and moving on.
Better yet, find new ways to communicate your praise. Write a
note, send an e-mail card, or give a small gift or half-day off in
exchange for exceptional work. The more you can convey your
thanks creatively, the more your employees will strive to earn it.
Master “praise motivation” by embracing these work habits:
Catch employees at their best: Look for examples of stellar work.
Set high standards and never miss a chance to congratulate someone
for exceeding them.

Acknowledge effort, not just results: Some employees will try—and
fail. That’s the ideal time to say, “I like the way you tried so hard.”
Don’t just shrug and say, “Oh well, at least you tried” or “Maybe next
time.” Recognize effort as praiseworthy in itself.
Say it once—with feeling: Praise loses its luster if you repeat your-
self too often. Find fresh traits, skills or actions to compliment. And
once you say it, don’t keep restating it until the employee’s face
lights up. Some individuals don’t react to praise with visible delight,
but that doesn’t mean they disregard it.

“There is no verbal vitamin more potent than praise.”
—Frederick B. Harris

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