Does a 'well done' from the boss help build team morale?

I have recently noticed a large amount of discussion on social media about positive communication in the workplace.

I was particularly inspired by the post of a Linkedin connection of mine, who works for a multinational company and who had received a verbal 'pat on the back' from his superior for a job well done.

I was interested to blog about his experience because we all have at some stage in our working lives, experienced both positive and negative communication.

I know how each feels - being conscientious and remembering the negative words most. How they can sting the spirit and even make you feel worthless.

Now don't get me wrong. There is nothing wrong with constructive criticism. We all need that in order to grow.

But we don't need being made to feel bad, emotional, undermined, 'not up to it', 'off our game' ... I could go on with the put downs.

I decided to pose a set of questions by email, to my Linkedin friend, Papis Camara, a key account manager with cosmetic giant, L'Oreal, about his uplifting work experience of praise from his superior.

Here's what he said about it, below:

 

Positive communication: Papis Camara, a key account manager for international beauty company L'Oreal, felt proud and motivated even more, to close sales after receiving management praise.   



Q: Papis, can you tell us about the recent ‘well done’ you got from your boss and what it was for?

A: In my job, one of my roles is to do the business-driven recommendations to the right account. And by sharing a strategy and a vision, one of our key accounts bought into that idea.
This might result in them listing some of our styling products, which means incremental sales for us.

Q: What did your superior say to you, to praise you?

A: He just said over the phone: 'Great job, can I hug you now?'
The feeling was amazing. I felt good, I felt proud and mainly, I felt like going to close (sales) for even more businesses.
This is key in management.
It's not about salary increase, it's the constant motivation that will drive your team. And this can come from a tap on the back or just a, 'well done', 'proud of you', or 'good work'.
It's so easy to do. But unfortunately so easy not to as well.

Q: What do you think about businesses where management rule by negativity and fear and what would your advice be to them, from someone such as yourself, who has experienced good and encouraging management communication?

A: Negativity doesn't bring anything in life but negativity. Fear won't bring anything in life but fear.
You have to love your people.
This is a people business so you have to be a people-minded person.
People do the business not the opposite. So it's about listening, encouraging, being generous, motivating, coaching, developing and mentoring.
I am not saying that's the best recipe. Yet so far I have used this a lot and it has been widely appreciated.
A lot of people I have managed in the past, do consider me as their friend now, so I guess the recipe works.

Q: You mentioned when we did your personal story a while ago, that you have been working for L'Oreal for nine years. Is what you experienced in positive performance communication, something that is usual in your company?

A: Yes I have been working for the same company for almost ten years.
And I think communication is key in any company.

And yes we have to communicate, even more on great achievement because it can lift other people. They see that and say: 'If he can do it, so can I.'

Q: Have you ever experienced negative communication from employers or know anyone who has?

A: Yes of course.
Like in personal life you will find negativeness everywhere. But usually I tend to remember only the positive communication.


Q: How did (negative communication) make you feel, or the person affected?

A: Let me answer through a question. If you see your child and tell him: 'You know what, I am ashamed of being your parent. Your results at school are so bad. On top of that you are very dumb.' How is that child going to feel?

Q: What would you like to see more of regarding communication (processes) from management in business generally?

A: People should praise their team all the time.
Not only during three-year end reviews or when they get promoted but on a constant basis and of course, it should be genuine.

It seems Papis, who indicates he enjoys encouraging his own team, has experienced the actions of an exceptional leader in his boss' communication to him over his work results.


I decided to look at an expert view of good leadership.

Below is a link to an article by US psychologist and emotional intelligence expert, Dr Travis Bradberry who posts frequently on LinkedIn.

This article is about the daily habits of exceptional leaders.

It would appear, giving praise is one of the hallmarks of an outstanding leader.


In it, Dr Bradberry discusses the various virtues of these leaders, including the art of generosity.


He says:

"Great leaders are generous. They share credit and offer enthusiastic praise. They’re as committed to their followers’ success as they are to their own. They want to inspire all of their employees to achieve their personal best – not just because it will make the team more successful, but because they care about each person as an individual."

- Dr. Travis Bradberry

 

https://www.linkedin.com/pulse/daily-habits-exceptional-leaders-dr-travis-bradberry?trk=v-feed&lipi=urn%3Ali%3Apage%3Ad_flagship3_profile_view_base_recent_activity_details_all%3BLeeBMMgJUfHodHmh4bjaxA%3D%3D

Have you had a 'well done' from your boss at work? Why not tell us about it?

You don't have to say where you work unless you want to.

Let's celebrate those great bosses out there!

To your continued success and health. :-) BTO

 

 

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