Background Checks and Business Research and Human Resources and Miscellany and preemployment screening and Retaining Employees and Romance and Staffing and Uncategorized Gordon Basichis on 06 Jun 2008
I thought this was pretty interesting.
Don’t Praise Employees…Praise Their Work or Abilities
- “I don’t get it! If I tell an employee how well he did a certain work task, did I not just praise the employee?” No, what you did was praise the work done by the employee.
- “What’s the difference?”
- When you praise an employee and not the work you are communicating to the employee that you value him or her as a person, instead of saying that you value a particular skill he or she possesses or the amount of hard work it took to get a certain job done. For example, Debbie is a salesperson who just signed up a new customer for your company. Now you have a choice, you can either tell Debbie that she is a great and terrific person, or you can tell Debbie that you appreciate all the hard work she did in order to sign-up the new customer.
- For the complete article go to employee-employee.com
The author points out some interesting distinctions between praising the employee and praising the work of the employee. It definitely makes s4ense and should go a long way to avoid confusion in the work place.
I do see where when you include and reinforce your employees they perform better. When Corra performs professional reference verifications for client job candidates, we always ask “What is the best way to work with that person.” Most often, we will hear, “Be inclusive and provide positive reinforcement.”
But what was it that Ronald Reagan is so well known for saying. Trust but verify. Hence the need to run background checks on your job candidates. A good preemployment screening program can tell you if you have the right person for the job. Once you do bring that person aboard, you can praise his work, or not, all day long.
Check them out before you hire.