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老板赞美员工的5种最佳方式
中国汽车配件人才网    发布时间: 2012-12-18 16:27:59    浏览次数:789112937   文章来源:中国管理咨询监理网整理   

 
      对于领导者来说,利用评选“月度最佳员工”之类项目来对下属进行鼓励是不是可以有效地提高人们的工作热情呢?
      对员工表示赞扬应该达到如下的效果:
      鼓励他们带来信心和自尊的增强
      表扬积极工作的行为
      奖励他们的努力和成就
      打造源于内心的动力和热情
      仅仅凭借一处专用停车位,或者刊登在内部通讯上的小小照片,甚或价值只有二十美元的礼品卡,就能真正完成这一工作?答案显然是否定的。
      下面给出的就是赞扬员工的5种有效方式:
      1、请求他们的帮助。
      对于领导者来说,从其它员工那里寻求帮助,可能是让其认识到自身能力和价值所在的最有效方式。造成这种情况的原因是什么呢?关键就在于请求使我们变得脆弱:这表示我们存在弱点或者缺乏必须的技能。从员工处寻求帮助,不仅说明了尊重他们的专业技能,也表现出了领导者的绝对信任。
      在这里,问题的关键就是应该让请求与工作职责基本或者完全没有关系,并将其当作个人对个人的帮助。我曾经参加过一场关于是否进行裁员的内部会议。在会上我提出了取代裁员的其它选择,但并没有获得大多数成员的支持。在回到工厂的时间,即将进行裁员的消息已经是人人皆知了。就在全厂会议之前,一位员工问我:“这么说,要裁员了,不是么?”我并没有证实这一点,他也明白。我说道:“我不知道该怎么告诉大家。你觉得应该怎么说?”
      他想了想,然后说道:“只要告诉大家你尽力了。然后谈谈我们离开后应该去哪里,就可以了。”
      实际情况真的就是这么简单?答案显然是肯定的。后来,他告诉我,知道领导愿意了解自己的想法并采纳作出的建议所意味的分量究竟有多重了。
      对于领导者来说,口头表扬员工的激励效果会是非常大,但含蓄赞美的效果则会更好。寻求帮助和建议、将员工放在领导岗位上、忽视等级差别共同协作。所有这一切都属于发掘员工真正价值的出色途径。
      2、询问他们的观点。
      同样,需要确保内容与员工的工作职责无关。举例来说,不要询问“对于提高工作效率,你有什么想法?”之类的典型问题。正确的做法应该是,通过其它途径利用到他们的技能或者见解。
      就以一名具有令人难以置信组织能力的人力资源部门员工为例来说。领导者首先应该说的就是:“对于你的组织能力,我是非常佩服;我们真希望能克隆你,这样工作就轻松多了。”接下来,就可以询问她对于仓库工作的优化提高、招聘新员工所涉及文书工作的简化调整以及其它部门数据收集处理工作的合理有效性等问题是否有自己的观点。这样做,我们不仅可以获得出色的创意,而且还会意识到相比简单的说“哇,你真棒”以外,还存在更有效的方式来发掘员工潜在的技能和能力。
      3、授予他们非正式领导权。
      对于领导者来说,授予员工临时团队的非正式领导权会带来很大的好处。想象一下,如果老板对你说:“现在工作实现是太忙了。。。。。。我们在客户方面出现了一个大问题。如果不解决掉,就会导致客户流失。你能不能找几个人,帮我进行处理?”,这将会带来多大的动力。
      对于领导者来说,授予员工非正式领导权意味着对技能和判断力的信任。更重要的任务、更高的隐含赞誉会更大地提高他们的自尊。
      4、双方合作开展工作。
      对于老板来说,与员工天然就是不平等的。因此,发掘员工价值(尤其是对于公司的独特价值)的有效方法,就是双方共同合作来一起完成任务。
      很多年前,老板曾经对我说:“为了提高自己语言表达方面的能力,我想参加演讲会培训。你愿意和我一起参加么?这对我们都有好处。。。。。。”他的请求让我的心里美滋滋的,想到自己总有一天也会成为需要出色演讲技巧的人带来了一种受宠若惊的感觉。
      当然,领导者所选择的项目并不一定需要是工作之外的。问题的关键在于所做事情需要是平等参与的,而不存在老板与员工的差别。毕竟,不平等就会导致离心离德,而平等就意味着全面提高。
     5、学习价格线公司的做法。
      在出色完成工作后,领导者应该向相关员工表示祝贺,并让他们自己选择“奖品”。领导者可以说:“你们工作完成得非常出色,为了表示公司的感激之情,我能做些什么?”
      对于领导者来说,可能会对员工选择的奖励将是多么简单而感到惊讶。
      归根结底:对于领导者来说,口头表扬员工的激励效果会是非常大,但含蓄赞美的效果则会更好。寻求帮助和建议、将员工放在领导岗位上、忽视等级差别共同协作。所有这一切都属于发掘员工真正价值的出色途径。
还有的就是表现出自己的绝对信任——这是所有表彰中的最高等级。 

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