Praise vs Reprimand: So how are you supposed to treat employees?
Many people feel that keeping your employees down will keep them from asking for raises, or seeking other employment. But this cannot be farther from the truth. Praising your employees helps their morale it helps their demeanor and it helps them feel better about coming to work.
I’ve been on both sides of this topic. As an employer I always lean towards praising employees and sometimes too much. I have experienced employees leaving because I pumped up there or ego so much that they overvalued themselves and thought they could make more elsewhere. However, I find that their morale is much higher in their production is much higher. I would rather train and give opportunities to people who have a high morale and a high productivity and then just be happy with who sticks. Otherwise, you’re left with the staff who feels bad about themselves, unsure about their job, does not like coming to work, feels undervalued and under appreciated, and will probably leave because of a low self-esteem.
Kiss Kick Kiss?
The old methods of kiss kick kiss work but they must be done properly. For instance, when you meet with an employee praise the job that they’re doing offer some constructive criticism and then give them another pat on the back to help them look forward to the next promotion or some other award. Always leave employees striving to do better but not because they don’t feel they can please you. It’s the same with kids. If your kids never feel that they can please you, they do strive to please you but they are never really happy and they do not feel fulfilled in the relationship.
So next time you’re wondering should I praise someone who did a good job? The answer is. Yes. Praise when you need to, reprimand when you need to, and edify when it’s warranted. Treating people the way that you would want to be treated is always the best advice.
