Some people treat Praise والثناء على أنه أمر قابل للنفاذ، ويعتقدون أن تقديم أكبر قدر ممكن من Praise والثناء يساعد على التقدم والنجاح، فهذه

the philosophy we learn early in life, but we run into reality when we enter the workplace and discover that praising someone’s performance doesn’t always lead to success.

Everyone needs to understand—especially managers, senior leaders, and those who manage teams—that praise is a renewable resource. When it is given

in the right way, praise and recognition help the brain work better, motivating people to develop themselves and improve their performance.

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Using praise the wrong way

Managers and administrators in schools or companies often use praise Praise the wrong way, with counterproductive results. Instead of تحفيز الموظفين On

helping people work better, carry out their projects, and achieve their ambitions, they discourage them and kill their passion and desire to work. This happens when

They compare rather than praise.

Comparing employees and using superlatives when speaking to them doesn’t make them feel secure, as some people believe. Instead, it makes them feel threatened and insecure,

because their managers haven’t praised their performance, intelligence, or job skills. Instead, they’ve told them they’re better than other people—which means that anyone could become

better than them at any moment.

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عواقب وخيمة

If you want to help others improve and motivate them to work, don’t compare them. No matter how well-intentioned you are or how sincerely you want to

help them move forward, the consequences will be severe.

فكر في عدد المرات التي نقع فيها في فخ المقارنة، قد تستخدم بعض عبارات التفضيل مثل “أنت الأفضل، الأذكى، الألطف، الأمهر”، لأنك عندما تُخبر

a limited number of people that they are better than others at anything, you undermine everyone else’s efforts to improve and discourage them from striving for success.

Managers should stop giving praise based on comparisons. The best way to do this is to eliminate some of the words that are often used, such as

“الأفضل”، “الأسرع”، “الأذكى”، “الأجمل”. من الضروري أن تتوقف عن الإشادة بالموظفين على حساب الآخرين.

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نتائج خطيرة

 في عالم العمل، فإن المقارنة المستمرة بين الموظفين قد تقود إلى نتائج خطيرة تؤثر في بداية الأمر على فريق العمل، ومن ثم يزداد تأثيرها وتقوض

the organization’s efforts to make progress and reach the top.

Research on this subject found that managers who constantly evaluate and compare employees, ranking some as top performers,

may—perhaps unintentionally—create بيئة عمل مشحونة مليئة بالضغائن، ما يؤثر على أداء الموظفين.

 ولحسن الحظ، فإن بعض الشركات تتبنى هذه الفكرة. وبالعودة إلى عام 2011، فإن الإدارة في شركة “أدوبي” عقدت اجتماعًا لمناقشة ما اعتبروه

a major problem and obstacle that could hinder the company’s progress and prevent it from succeeding: its employee performance review system. The board decided to abandon the system because of its negative impact

on top talent.

General Electric, one of the first companies to adopt employee performance reviews, also decided to abandon

the practice entirely after confirming its negative impact on its employees.

وهناك قول مأثور يقول إن “المقارنة تسرق المتعة”، لذا إذا كنت تريد حقًا مساعدة الآخرين على إصقال مهاراتهم وتطوير أنفسهم، عليك التوقف عن

comparing them immediately.