When I talk to people, you are probably comments like “Thanks” or “excellent work” several times a week. If you are also proposals for a specific performance feedback, you should take your compliments are examples of behaviors. But take these compliments a little further and use it as a strategic performance management? In other words, you explain how this event, a positive performance in other areas? If not, consider these four options: > 1 Performance you want to improve: Maybe your reaction is positive, an employee whose performance is inconsistent or inadequate. Emphasize the importance of linking a positive outcome to congratulate your behavior that you improve these people. “Good work on the report of customer service. You really did a good job ______. This kind of performance _________. Keep up the good work.” 2 Performance you want to build: Perhaps you have spoke with an employee who always great work. Use the compliment positive behavior by its current performance to enhance the performance of the past. “excellent work on the presentation. I particularly liked the fact that you _______. You always _________. Keep up the great work.” 3 A goal that you want to achieve: Describe how the positive development of the employee contributes to achieving a specific goal. Close the purpose of the activity, behavior or task. “Congratulations to the finalization of the contract. You really sealed the deal by ______. This sale will help us achieve our goals for _________. Keep up the fantastic work.” 4th One problem that you want to fix: Explain how the performance you could add to the solution of a problem present or future cause. The connection between a specific behavior and a specific problem. “great job for repairs. I was especially by the speed with which you _________. If you continue to impress handle tasks that way, we reduce ________. Keep up the fantastic work.” Compliments use to the further positive development If you are promoting, employees at work, make performance management. You tell them what they are doing well and what they are doing wrong. Use your power to encourage positive discussions about the same. You can do this by describing the behavior and the description of the impact of this behavior. So the next time you plan to compliment employees, tell them how much you appreciate her, what she has to say to them, and then what could happen if they continue to do the same.