Management consulting - the boss 'flattering' subordinates even have 5 skills

In order for employees to show high fighting spirit, there are many ways to motivate them. One of them is that the boss has to know, that is "flattery". You must think that you heard it wrong, that employees should flatter managers. How can managers flatter employees? Yes, managers should flatter their employees. Flattery is an essential means for you to become a popular manager. It is the cornerstone of establishing a good relationship between superiors and subordinates, and it is also a benign catalyst for leading the team to win.

Flattery is not flattery

When it comes to "flattery", many people will think that this is a derogatory term and is flattering. It's already disgusting enough for employees to flatter their leaders. Wouldn't it be even more disgusting if leaders were allowed to flatter employees?

In fact, the flattery mentioned here is not flattering. Flattery is a series of positive behaviors such as praise, compliment, recognition, affirmation, and support. By complimenting employees to achieve the purpose of making employees work for you, motivating employees to work harder and positively. The power of praise is amazing and sometimes more important than money. In enterprise management, motivating employees with praise is called "zero-cost incentive", which is the incentive method with the least investment and the highest return.

There is a Jewish proverb that every boss should keep in mind: "Only those who praise others are truly worthy of praise." As a leader, do you want to receive genuine praise and support from your employees? Then learn to praise your employees!

Five tips for mastering "flattering" subordinates

In an enterprise, many bosses tend to notice the shortcomings of their subordinates, while ignoring the advantages and strengths of their subordinates. This also makes it a rare thing in the enterprise to discover the advantages of subordinates and give heartfelt praise and flattery. Here are a few things to keep in mind when complimenting and flattering subordinates:

(1) Praise and flattery from the heart

Fake compliments or unrealistic flattery are less than ideal and can even be counterproductive. This requires the praise to have specific content, and that kind of general praise is false when it sounds, such as "you are great", "really good", the subordinates listen to it and don't understand, the sincere praise should point to something, such as, " Your idea is very special, it is unique on the market, and I think it can be operated.” This is very specific and targeted.

(2) Praise subordinates at the first time

When subordinates make achievements, they are most eager to be noticed and praised by leaders. If leaders can praise subordinates at the first time, then they can most motivate subordinates. On the other hand, if the leader does not praise at the time, and praises it a week later, then it will have no effect.

(3) Do not immediately agree with the opinions of subordinates

When subordinates put forward their own ideas and opinions, instead of expressing approval immediately, you should give yourself a period of time to think, show your caution and carefulness, and then give others the opportunity to further express their opinions and let them convince you. That's when the compliment you express becomes more valuable.

(4) Don’t belittle other subordinates when praising subordinates

When some company leaders praise this subordinate, they like to use other subordinates as the object of comparison and belittle other subordinates. This practice is unethical. Because the leader's devaluation of other subordinates will make the praised colleague more or less arrogant, and he will feel that he has a sense of superiority in front of the degraded colleague. And if one day, the leader's demeaning words to other subordinates are spread out, it will bring dissatisfaction and negative emotions to the demeaned people. Therefore, when praising a subordinate, you must not depreciate other subordinates incidentally.

(5) Smile and be enthusiastic when greeting subordinates

Whenever, no matter who you meet, you should show enthusiasm and smile, and greet each other cordially. When someone greets you, the best responses are "yes" and "yes." Of course, you can also make occasional jokes to express flattery to your subordinates in a light-hearted tone.

There is a kind of flattery called "employment without doubt"

In addition to praise, there is another kind of affirmation called trust, and another kind of flattery called "employment without doubt". As the so-called "do not doubt the use of people, do not suspect people". Its foundation is trust. Without trust, it is impossible to use people without doubt. Only when you trust your subordinates and encourage them when they fail can they let go of their burdens, pack lightly, and perform better.

Once, Li Ka-shing received a call from a manager of the company in the car going out, saying that there was a 1 billion business waiting for Li Ka-shing to sign. Li Ka-shing said without hesitation: "I won't sign, you can do it yourself, if you can do it, if you can't do it, forget it." After that, he hung up the phone.

Li Ka-shing's words surprised the manager. He thought he had heard it wrong, and called Li Ka-shing's phone again to confirm, only to find out that he had heard it correctly.

Li Ka-shing's approach of fully trusting his subordinates and employing people without doubt can make employees feel a strong sense of trust. Therefore, employees are motivated one by one and give full play to their abilities to seek development for the enterprise. Li Ka-shing once said: "As an entrepreneur, you must do 'don't doubt when you use people, and don't use people when you are suspicious'. As long as you select the talents, you must dare to let them do it, and don't be afraid of them making mistakes. Make mistakes once, twice Make mistakes, you can’t make mistakes all the time.” As a boss, you don’t want your subordinates to make mistakes, but people are not sages, and no one can fault.

Once, when a young manager under Li Ka-shing was negotiating with a foreign businessman, he saw that the foreign businessman was very arrogant and rude. As a result, the young manager and the foreign businessman quarreled at the negotiating table, and the contract was not signed.

After Li Ka-shing learned about the incident, he called the young manager over. The young manager thought he would be criticized, but Li Ka-shing did not criticize him, but asked him to sum up his lessons, pay attention to negotiation skills in the future, and prepare for the next negotiation: "You have already dealt with this client, and you have no idea about specific matters. I understand that no one is more suitable for this job than you. Therefore, I will send you to continue to conquer this client." The young manager really lived up to Li Ka-shing's expectations, and he later successfully signed a contract with a foreign businessman.

When assigning work to subordinates, managers should give them more trust and encouragement. After the subordinate fails, you should take a tolerant attitude towards the subordinate. This is a booster for the subordinate. It can give the subordinate a warm current, make the subordinate feel trust, and stimulate the potential of the subordinate. This is the subtlety of "flattering" the subordinate. place.