領導者，多給讚揚

這是領導者最艱難的工作之一：提供回饋。許多老闆覺得這很有壓力，也很困難。但這可能是因為他們在應該提供積極回饋的時候，只專注於做批評和糾正錯誤。

事實上，當人們做讚揚時，領導會更有效。無論是什麼阻礙了你表達讚美（這是一種被視為強硬的願望嗎？擔心員工會開始花頭？）把它忘掉。

主動培養你的讚揚技巧。如果表揚是簡短的，那就沒關係了。只是需要具體化，而不是一般性地說“幹得好”，理想情況下，不管你表揚誰，都應該盡快表揚。當然，最好的讚美是真誠和衷心的。

Leaders, give more praise

This is one of the most difficult tasks for managers: providing feedback. Many bosses find it stressful and difficult. But this may be because they only focus on criticism and correcting mistakes when they should provide positive feedback.

In fact, when people praise, leadership is more effective. Whatever prevents you from expressing praise (is it a desire to be seen as tough? Worried that employees will start to spend money? Forget it.

Take the initiative to develop your praise skills. If praise is short, that's okay. It just needs to be specific, not to say "well done" in general. Ideally, no matter who you praise, you should praise as soon as possible. Of course, the best compliments are sincere and heartfelt.

用他希望被讚美的方式讚美他

肯定他人是經理主管最有力的領導工具之一。但是，並不是每個人都希望他的工作績效被其他人用同樣的方式肯定讚美。

要肯定某人的工作成就，是要讓他感到有特殊感。如果你用同樣的讚美詞讚美每個人，就很難凸顯他的特殊地位。

某人可能會希望得到可以在同事面前獲得公開的表揚，而另一個人可能會更在意老闆私下給予他下一個可以發揮的新機會。而有人可能更在意有休假的福利，或是獲得升級的機會。

你最好根據每個員工的喜好，調整你讚美的方法。如果你不確定他喜歡什麼，就多觀察，或是直接問。

Praise him in the way he wishes to be praised

Affirming others is one of the most powerful tools of leadership, but not everyone wants his work performance to be praised by others in the same way.

To affirm someone's work achievement is to make him feel special. If you praise everyone with the same compliment, it is difficult to highlight his special status.

Someone may want to get the praise in front of colleagues, while another may be more concerned about the boss privately given him a new opportunity to play next. And some people may be more concerned about the welfare of a vacation, or get the opportunity to upgrade.

You'd better adjust your compliment according to the preferences of each employee. If you're not sure what he likes, watch it or ask it directly.