来自于http://www.inc.com/kathleen-kim/a-simple-thank-you-drives-stronger-business.html
鼓励的力量：“谢谢你”影响深远
The Power of Praise: ‘Thank You’ Goes a Long Way
New research reveals something pretty obvious. Thanking and rewarding employees can give your business a boost.
Don’t hold off until annual performance reviews to praise stellar employees. A simple “thank you” here and there can boost efficiency and even help your business make more money.
根据这个新的研究（或者，同样靠谱的，常识），那些在对其员工的贡献认同方面做的好的企业，其商业表现经常在那些做的不好的企业的12倍以上。
According to new research (and, perhaps, the laws of common sense) companies that excel at employee recognition are 12 times more likely to generate strong business results than those that do not.
In companies focused on rewarding their workers, employee engagement, productivity and customer service were about 14% better than in those that skimp on recognition, the study found.
The study was conducted by advisory services firm Bersin & Associates President and CEO Josh Bersin wrote recently that “high-recognition culture” companies share three common traits:
First, they build focused recognition programs which collect “thank you’s” and “feedback” from peers, not just managers. Second, they directly tie recognition to business goals and company values, so recognition reinforces strategy. Third, they give employees open and transparent access to the program – so everyone can see who is being recognized and anyone can recognize another.
But to really praise like a pro, start here:
但是要注意一下三条：
1、要具体，有所针对，而不是泛泛表扬
1. Be specific and know your people: Inc. columnist Gail Browning recently wrote: Our research at Emergenetics indicates that most employees would enjoy a personal thank-you note, but they want it customized to them. For example, to say, “You’re doing a good job,” is fine for a “social” thinker, but a “structural” thinker doesn’t trust you unless you add a specific task he has accomplished.”
2、考虑表扬的方式：有的人喜欢当着很多人的面，有的人喜欢私下
2. Consider the delivery: The way a thank you comes across is just as important as the thank you itself. Inc.’s Jeff Haden recently wrote: Every employee responds differently to recognition. Many appreciate public praise. Others cringe if they’re made the center of attention. Know your employees and tailor your recognition so it produces the greatest impact for each individual.
3、让大家都参与进来：成为一种氛围。
3. Get everyone involved: A thank you shouldn’t be just one-on-one. Encourage your entire company to promote appreciation and praise. Inc.’s Jay Love recently advised: Insist on your department heads sharing stories from their departments and highlighting the achievements of team members at the monthly All-Company Meeting. Lively presentations that include photographs, videos and client comments make this one even better!
吴金闪加的注：赏罚分明，有原则（最好是写下了来的原则，然后是默认的共识的原则），是领导力最根本的来源，而不是老大赋予的。没有赏罚（可以是口头的或者是其他方式的），就没有管理。做管理学的同行，是不是可以借鉴他们的研究方法来尝试做一个对比：只有表扬的企业或者部门，有赏有罚的企业或者部门，其表现的对比。