Goal: re-write/re-word the article so it is unique from a google duplicate content, and copyright perspective. http://www.forbes.com/sites/christophernelson/2015… Word Count: 883
Title: Powerful Praise: The Positive Productivity Effects of Praising Your Employees
For years, prevailing research in education, parenting, and the workplace made the claim that praise was bad for children and adults. Saying good job to your student for straight A’s? Bad teacher. Celebrating your child’s first art project? Terrible parenting. Telling your marketing team that they really knocked one out of the park last quarter? Madness.
There is, however, some good some on the horizon. New research from Harvard University demonstrates that praising employees is …show more content…
The last thing any organization needs is a workforce composed entirely of delicate snowflake narcissists weeping over the cruel, cruel world’s ill treatment of them. It should come as no surprise that the tendency over-praise children and adults can set them up for failure in the long term when no substance to those words of praise materializes. Additionally, one cannot possess a strong sense of self-esteem without tempering it with humility. The bulk of Western literature from Ancient Greece to now has largely been an extended cautionary tale against the dangers of hubris and the horrific divine consequences that accompany …show more content…
Dr. Joo Julia Lee et.al discovered in their study that when employees reminisced with supervisors and other employees about their best work to date, they demonstrated less stress and greater creativity. The Harvard research team discovered that when employees participated in what they termed a “reflected best-self exercise” (a technique originally developed by scholars at the University of Michigan), employees were able to see their work in the context of its impact on themselves, their co-workers, and the business as a whole. This narrative-style technique makes employees an integral part of a story which they create, and it weaves a tale of the good they have contributed to colleagues and their social circle (family, friends, etc.) through their work. This exercise was first implemented when employees were onboarded, and repeated a year later to measure the effects. The results were extremely well received: employees exhibited better performance, less emotional exhaustion, and a lower turnover rate after their first year with their organization. The Harvard study team concluded that the use of their unique method of praise predicted better results than alternative methods of motivating and retaining
Title: Powerful Praise: The Positive Productivity Effects of Praising Your Employees
For years, prevailing research in education, parenting, and the workplace made the claim that praise was bad for children and adults. Saying good job to your student for straight A’s? Bad teacher. Celebrating your child’s first art project? Terrible parenting. Telling your marketing team that they really knocked one out of the park last quarter? Madness.
There is, however, some good some on the horizon. New research from Harvard University demonstrates that praising employees is …show more content…
The last thing any organization needs is a workforce composed entirely of delicate snowflake narcissists weeping over the cruel, cruel world’s ill treatment of them. It should come as no surprise that the tendency over-praise children and adults can set them up for failure in the long term when no substance to those words of praise materializes. Additionally, one cannot possess a strong sense of self-esteem without tempering it with humility. The bulk of Western literature from Ancient Greece to now has largely been an extended cautionary tale against the dangers of hubris and the horrific divine consequences that accompany …show more content…
Dr. Joo Julia Lee et.al discovered in their study that when employees reminisced with supervisors and other employees about their best work to date, they demonstrated less stress and greater creativity. The Harvard research team discovered that when employees participated in what they termed a “reflected best-self exercise” (a technique originally developed by scholars at the University of Michigan), employees were able to see their work in the context of its impact on themselves, their co-workers, and the business as a whole. This narrative-style technique makes employees an integral part of a story which they create, and it weaves a tale of the good they have contributed to colleagues and their social circle (family, friends, etc.) through their work. This exercise was first implemented when employees were onboarded, and repeated a year later to measure the effects. The results were extremely well received: employees exhibited better performance, less emotional exhaustion, and a lower turnover rate after their first year with their organization. The Harvard study team concluded that the use of their unique method of praise predicted better results than alternative methods of motivating and retaining