Praising employees motivates them to work harder, take more risks and inspires them to be better teammates—but giving praise the right way makes an even bigger difference, Inc. reports.
According to research on achievement and success by Stanford psychologist Carol Dweck, most people tend to have one of two mental perspectives where talent is concerned. People either believe in the fixed mindset, or that intelligence, ability, and skill are inborn and relatively stable or they hold onto the growth mindset, that things can be fostered and grown.
If you only praise employees for achievements or only criticize employees for short-term failures, then you help create an environment of fixed mindsets rather than that of a growth mindset.
The difference is that you still praise results, but you praise results based on effort, not on innate talent or skill.
And by praising effort, you create an environment where employees feel anything is possible. Read the full story.