(2) It would be helpful to note the following points when praising staff.
・Be sincere
Praise must be given in all sincerity. Lip service will only invite antagonism.
・Be fair
Some members of staff make themselves more visible than others. Giving attention to and praising only the most prominent staff is unhealthy as it promotes favoritism and creates friction among office relations. Equality and fairness to all staff is important.
・Be concrete
Bosses must make clear exactly what it is that they are commending.
・Praising in public
The purpose of praise is to increase motivation. Praising a member of staff in public has the effect of encouraging other members of staff to also perform well.
・Praise through a third party
There are occasions when it is more effective to praise through a third party, such as through another manager who is trusted by staff, than to do so directly.
2 Reprimanding
(1) Bosses sometimes impulsively reprimand their staff out of anger. It is essential, however, to consider the following points before giving a reprimand.
・Be sure of the need to reprimand
Ascertain the need, and also why the staff made such a blunder before reprimanding.
・Be cool and rational
When angry or highly emotional, wait until you are in a more rational frame of mind before giving a reprimand. It is important to always keep your cool in any situation, whatever the mistake, and to reprimand in a calm manner.
・Appropriate timing
A belated reprimand is not only ineffective in rectifying the mistake, it may also leave the employee puzzled as to why they have been reprimanded at this point in time and invite their antagonism as a result. A reprimand should closely follow the mistake committed.
・Consider the employee's character and level of regret
The same type of reprimand may have a different effect on different members of staff. The level of regret will also vary. A harsh reprimand to a member of staff who has already reflected on their mistake, and is making up for this error, will only turn them against you. It is important for bosses to adjust their way of reprimanding according to the circumstances.