優先讚賞員工
By: Rick Boxx
Paul White博士是「在職場表達讚賞的五種語言方式註1」的作者之一，他在研究中發現51%的經理人相信自己在辨認員工是否認真工作上做得很好。但卻只有17%的員工說他們的主管明白他們很認真工作。
這中間的代溝，在比例和實務上是可以理解的，原因是員工對工作環境不滿意造成的低產值和低落的職場倫理。雖然這不完全是老闆和管理人的問題，Paul White指出造成代溝的原因，包括:第一、人們傾向記得自己聽到的負面評價勝過正面評價。
第二、很多人無法接受讚美。
然而，經理人並非完全沒有責任，他們有口頭讚美員工的責任、義務以及要重視員工的價值。我們也許有不同接受讚美和感謝的方法，但是每個人都需要被讚美。
不久之前，我聽到一個領袖被和他一起同工的人說他很少給人正面的評價，卻常常指出別人哪裡不符合他的期待。他的員工說：「如果你跟我說，你覺得我做的還不錯，我會非常感謝你。」結果這位領袖回答:「我天生的個性就不會讚美。你如果沒聽到我說什麼，那就表示你做得很好。」
不用說，這位員工並沒有從他的老闆得到鼓勵，事實上這讓他感到更不被感謝和更沒有價值。
聖經裡，多次提到用話語來肯定和感謝別人:
話語能建造。我們都知道在今天的職場要求和壓力是多麼的大，充滿問題和沮喪。花一點時間給努力做事的人一句真誠的感謝非常值得。「所以，你們該彼此勸慰，互相建立，正如你們素常所行的。」 (帖撒羅尼迦前書5章11節) 話語能激勵。有時鼓勵和感謝的話語不只能提升靈性，更能激勵人用熱情繼續努力工作。我們也許不該用話來操縱行為，但是用話鼓勵別人邁向更高的境界是對的。「又要彼此相顧，激發愛心，勉勵行善。」(希伯來書10章24節) 話語能幫助人。我們不總是了解一個人真實的生活狀況，一句即時的善意話語在很多方面都能幫助別人。「污穢的言語一句不可出口，只要隨事說造就人的好話，叫聽見的人得益處。」(以弗所書4章29節)註1:此書並沒有出版中文版，中文書名由台灣cbmc總會自行翻譯。
本文版權為正直資源中心（Integrity Resource Center, Inc.）所有。本文獲得授權改編自「瑞克．博克思的正直時刻Integrity Moments with Rich Boxx」。這系列的文章是以一個基督徒的觀點評論職場的正直議題。想要更多了解正直資源中心或想要收到電子文件的「瑞克每天的正直時刻Rick”s daily Integrity Moments」系列文章，請上網www.integrityresource.org。他的書「如何生意興隆而不犧牲正直」提供人們正直地作生意的方法。
省思／討論題目
如果你是一位經理人，在辨認員工是否認真工作這方面你給自己打幾分？你所稱讚的員工是否也回應和感謝你？ 在你上位的人是否也曾經鼓勵讚美你？你當時感覺如何？當時你是否更加認真工作？ 你覺得為什麼許多經理人和員工在辨認工作成效的時候，會有那麼大認知上的差別？ 辨別真心的讚美和感謝或是說一些奉承好聽的話，是簡單的事情嗎？若你想要看或討論聖經中有關此主題的其他經文，請看：箴言10章20-21節、32節，12章14節，15章4節，17章27節；雅各書1章19節、3章5-12節
THE PRIORITY OF EMPLOYEE APPRECIATION
By Rick Boxx
Dr. Paul White, co-author of Five Languages of Appreciation in the Workplace, discovered in his research that 51 percent of managers believed they were doing a good job in striving to recognize employees for work done well. However, only 17 percent of actual employees said they felt their managers were doing a good job of recognizing their efforts.
This gap, both in perception and practice, can understandably cause discontent in the workplace and result in lower productivity and poor morale. The blame does not fall entirely on the shoulders of top executives and managers, however. Dr. White stated his studies have revealed many reasons for this difference, including:
People tend to remember negative comments more than positive comments they hear. Many people do not or cannot receive praise well.Nevertheless, this does not free managers from the responsibility – and privilege – of verbally rewarding hard-working, valued employees. We may have different ways of receiving praise and appreciation, but virtually everyone needs it from time to time.
Some time ago I heard about one leader who was informed by a subordinate that he rarely offered positive comments for work well-done, but was quick to point out work not performed to his expectations. “I would appreciate your letting me know when you think I have done something well,” the employee stated. “I have never been that kind of person,” the executive responded, “so, if you do not hear from me, just assume everything is good.”
Needless to say, the staff member did not find that an encouraging reaction from her boss. In fact, it made her feel even more unappreciated and undervalued.
The Bible has much to say about the importance of giving words of affirmation and appreciation to one another. Here are some examples:
Words that build up. We all know how stressful and demanding today”s business and professional world is today. As a result, the workplace is full of the fainthearted and discouraged. Taking a moment to give specific and sincere praise to someone who deserves it can be time well-spent. "Therefore encourage one another and build up one another, just as you also are doing" (1 Thessalonians 5:11).
Words that motivate. Sometimes words of encouragement and appreciation not only lift spirits, but also motivate people to work harder and with more enthusiasm. We should not use our words to manipulate behavior, but there is nothing wrong with seeking to inspire others to higher achievement. “And let us consider how we may spur one another on toward love and good deeds” (Hebrews 10:24).
Words that benefit. We often do not know what is going on in someone”s personal life. Kind words at the right time can make a great difference in many ways. “Do not let any unwholesome talk come out of your mouths, but only what is helpful for building others up according to their needs, that it may benefit those who listen” (Ephesians 4:29).
Copyright 2015, Integrity Resource Center, Inc. Adapted with permission from "Integrity Moments with Rick Boxx," a commentary on issues of integrity in the workplace from a Christian perspective.
Reflection/Discussion Questions
If you are a manager, how good a job do you believe you are doing in recognizing staff members for work they have done well? How well does the person you report primarily to do in showing appreciation for your work? Think of a time when someone in a position of authority offered words of encouragement or praise to you. What impact did that have on how you felt, and how you approached the work you were involved with at the time? Why do you think there is such a disparity between the perception many managers have about how well they recognize good work and the way the workers perceive how much they are appreciated and valued? How easy is it to distinguish sincere praise and appreciation from an attempt to flatter or manipulate by saying nice things that are not genuine?NOTE: If you have a Bible and would like to read more about this subject, consider the following passages: Proverbs 10:20-21,32, 12:14, 15:4, 17:27; James 1:19, 3:5-12
