Have you told an employee what work he / she did recently? Have you received positive reactions to go beyond the last month? You've heard others praise someone in your organization to do more than expected?
Â
Positive feedback has been recognized as a critical element in workplaces. high performance during these difficult economic times when job security has disappeared and the confidence of employees to their employers has sunk to its lowest level, became more important than ever.
Â
Curiously, one of the biggest problems with positive feedback is that many managers are uncomfortable giving it. takes too long, it feels insincere or "too soft" or simply gets in the way of everyday activities. some managers do not talk about the behavior of another person, give feedback or just "not his style."  However, little action will do more to build confidence and morale of the current nature of sincere positive information.
Â
Humans have an innate need to seek information on the way doing. Without it, people tend to use the information – almost always negative – to fill the void. Give positive feedback helps to avoid holes "destructive information" and strengthens relationships between employees and their supervisors. also leads to the quality of the workforce better, more responsibility and a more efficient working environment.
Â
The positive reaction is initiated by knowing when and how rent employees. Specifically, about recognizing and praising employees for specific behaviors and accomplishments that go beyond the expectations of everyday use.
Â
For example, Praise employees when:

• In turn a difficult customer into a promoter
• Reaching new levels of accuracy
• Producing more than the amount produced by a predecessor of
• Develop or contribute significantly to a colleague
• Create a new process, product or approach
• Submit an idea to do something different (although the idea does not apply)
• Do an outstanding job of Internal or external influence
• Excel in a presentation
• Participate meaningfully in a community event on behalf of the company

The idea is to allow employees know that you care and appreciate your efforts Violent Take a moment to express his appreciation can have a strong impact on the autonomy of employees and self-attitudes of appreciation for their work and the organization as a whole.
Â
To maximize the impact of positive comments that:

• Immediate. To give recognition, as soon as possible after the event.

Â

• Specific. Defining what the person has to met or exceeded their expectations.

Â

• Shocking. To explain how the event or behavior has affected you, team or organization.

Â

• Encouraging. A only. Focus on the positive can be seen, not to mention other things that may need to change or be adjusted. These be recorded at times when you provide constructive feedback.

Â

• Centered. A state such as performance or action has been positive and has contributed to this success. help to prevent the messages more often to take the employee back on track

For example, "Susan, I really I liked how the table and started full of XYZ when the contract was with Richard flu. Their efforts have helped us get a new client that should increase sales 10% over the next year. "A or" Paul, great job on the presentation today. You have a message in a way that everyone has to have a better understanding of our purpose and why it matters. "
Â
Above all, positive feedback should never give feedback sincere. positive unless you mean it. And praise the staff to arrive on time or make the bases of its employees job.a high precision "BS detectors" and quickly will see through any false positive feedback praise. insincere only benefit I wonder what their real agenda is or what he intends hide. And the next time the self-praise, which will have a much smaller impact.
Â
Also, the time has come to jettison the "sandwich" technique to say something positive, something to drag you want the employee to do differently, then finish with a positive. For years, this approach has been used to mitigate the impact of critical opinion, and it worked reasonably well with the baby boom generation of workers and traditional.
Â
Generation X, however, quickly came through this strategy and openly questioned the hidden agenda behind the feedback. and generating positive younger, Generation Y, are so used to direct (and often brutal) the information they consider necessary to waste time trying to slip in comments positive feedback constructive discussion.
Â
So keep your comments positive positive, focus on specific acts and behaviors that exceed their expectations, and that employees know how much we appreciate their violent efforts to improve morale and boost confidence while promoting the highest levels of performance. And today stressed employees appreciate your efforts to meet their labor needs.

Consultant, Author, Speaker Holly Green is the CEO of THE HUMAN FACTOR, Inc. (http://www.thehumanfactor.biz) She has over 20 years of executive level and operations experience in FORTUNE 100, entrepreneurial, and management consulting organizations. Experiences include working for multinational corporations such as: The Coca-Cola Company, AT&T, Dell Computer, Bass Hotels & Resorts, Expedia, RealNetworks, Microsoft and Google. She was previously president of The Ken Blanchard Companies & LumMed, Inc.

Holly is a frequent keynote speaker for numerous corporate and professional associations as well as for Vistage, the world’s largest CEO membership organization. Her book, More Than A Minute: How To Be An Effective Leader & Manager In Today’s Changing World (http://www.MoreThanaMinute.com) lends voice to her corporate experience and goes beyond the theory of leading and managing by providing practical action oriented information.

She is currently on staff at Webster University where she teaches courses in the graduate program. Holly also teaches for the University of California San Diego, Rady School of Management in the executive education program.

San Diego Rhinoplasty – Hanging Columella