Thursday, March 19, 2015
How to properly praise team members
Sandglaz Blog: What better pick-me-up is there than praise for your hard work? Praise can turn a bad day around. It can remind you that although you’re stressed and buried in piles of work, you’re doing a good job. That’s why team members, regardless of their positions, shouldn’t hesitate to praise each other.
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This article was extremely helpful as our class begins to move forward toward the end of the semester with more and more group projects in different classes. It’s interesting because reflecting on my past and thinking about personal examples, it is a lot more common to see the sandwich technique and I definitely see that as someone who has to give criticism, it would be a lot easier. Although I totally agree with the fact that it prevents the group from progressing any farther. Additionally, thinking about the projects we are working on now, I really see how it would be more helpful to give compliments along the way. Once we have created our project, yes we may learn life skills again, but we may never have to create another along the way. Giving that positive feedback along the way helps us make better projects and learn more in the moment.
In a program like the one here, there are a lot of opportunities to give and receive feedback. I think it's really important to make sure people know, not only how to give feedback and other positive reenforcement, but also when to give feedback and positive reenforcement. There have been many times were I have received a critique or two on a project after I've finished (before the presentation date). Timing feedback properly is everything. Also I love how this article focuses on giving feedback to "teammates" or people that are effectively at the same level as you. This makes it all the more relevant to our class. Since we are in such close quarters all the time, It becomes so much more important to be positive and support one another and keep each other moving forward. Especially in this part of the year.
I was initially skeptical about this article, as articles based around “better leadership practices through these few quick tips and tricks” often seem to be written with the best of intentions, but unsupported in their assumptions of generally what seems like common sense. I very much like what the article has to say about giving praise and criticism immediately, rather than putting it off and giving it all at once. Not only does this approach allow people to have more confidence and do better work more immediately, it separates the persons personal view of you from the criticism you are giving in a small way. It is hard not to feel like a person does not like you if at the end of the day rags on you for all the things you have done, and leaves you feeling insecure about decisions all throughout the next day.
Praising people is very important because it does not happen as often as it should. Many people are always focused on the negative and the wrong things people do while working. They think it is a given when someone does a good job and it is what they are supposed to do anyway. It is very nice to hear when you are doing a good job at something. Then you know that people are actually paying attention to the effort you are putting in and appreciate your work. It will make you want to do an even better job to impress them more or make them happy and praise you again. When there is only negative feedback occurring then the person might feel like they are doing a bad job and there is no point in continuing. Giving praise is definitely overlooked especially while the process is occurring. Leaders should give praise to their team members more often for better results in their work.
We need to send this article to every manager or job lead in the world. This information is so spot on. The first thing, please praise your team members! I have worked on all sorts of crews form people who didn’t praise ever to those that gave excessive praise, one seemed stand offish and the other fake. That middle ground needs to found by every job lead as a happy tem will give you what you want and then some. The sandwich technique is a thing of the past, it’s no longer seen as soothing (I wonder if it ever truly was) it’s now just backhanded. It seems like you had to reach for something to compliment me just so you could kick me off the ladder. Also don’t be afraid to praise while we’re working; for me I often wondering if I’m doing things correctly or if there is a more efficient way of doing it. Take all the mystery out by saying, “while I like the direction you’re going in, let me show you a faster way” or something of the sort. I don’t see why employers are so hesitant to make their employees feel good about their work!
I agree with a lot of information in this article. I felt that it was executed very well. Being in an art form that is subjective and causes people to seek for approval we all should learn how to give each other complements that do not boost anyones ego more than it already is. I also feel like it is important to praise the people who feel like they do not see that they are doing quality work. That is the one thing that can easily discourage a person who has a strong work ethic but does not fully believe in themselves and their own capabilities. Not only employers but I feel that teachers need to praise their students on a regular basis because it makes you feel good! It also makes you want to work harder so that you can be the best that you can be.
It’s extremely important to know how to talk to team members in a collaborative way that will improve the quality of everyone’s work. I think we often overlook the power a simple compliment can really have on a person. Sometimes simple acknowledgement can go a long way, it can motivate someone to push harder or remind them that they’re going in the right direction so they can put their mind at ease. What I think is really interesting and not always addressed is how the way we go about complimenting someone in a group really matters. We often forget this, trying to instead focus on the importance of the information we’re giving whether it is a piece of criticism or a compliment. Whatever the information may be I really like how this article provides you with tips on how to convey that information to someone in the most beneficial way possible, which will ideally add to the group dynamic. If working optimally in a group means addressing concerns in a timely matter, not sugar coating the truth, and giving compliments earlier in the process I’m all for adhering into these intricacies to collaborate the best way possible.
Compliments can so often feel like a loaded gun, with their effects clearly dichotomized. A compliment can make an ego swell just as it can motivate someone to continue their achievement and efforts. And this fact is something to be considered not only by the giver of a compliment, but also by the receiver. I have always shied away from compliments. As is the case with so many other people, I like them, but I don't. Accepting validation of my work feels like settling, or walking into a trap of indolence and apathy. But working without compliments - especially in an artistic environment - leaves the work feeling unfulfilled, and feckless, and empty.
But compliments are ultimately feedback, and I can appreciate them, and use them as such. They helped govern my decision to study theatrical management. And while I still cannot accept a compliment, I can now accept "positive feedback".
I thought this article was extremely helpful. Praising team members properly as a facet of good leader ship is something we have talked about in a Technical Management class, but this article really laid out the proper tactics to doing it successfully and why those specific tactics work well. I have found praising team members at the proper times when working on a project to be a particularly hard skill to learn. I have worked with children as much if not more than I have with adults and the line between giving positive reinforcement and being patronizing is a lot more flexible and it tends not to be as easy to cross with them. I find this to be the hardest skill to practice on run crew. A lot of the team member’s task are tedious or simple and if praise isn’t given correctly or at the correct intervals it can plummet the moral of your quickly.
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