Are you a fault finder or a value finder?

It’s unfortunate that, in many organizations, the only time people hear from their superior is when they’ve made a mistake. Too many managers and supervisors spend their days searching for people doing something wrong and, when they find it, pounce on the person like a hungry cat after a mouse.

While this may solve an immediate problem, in the long run it makes for a very unpleasant work environment.

If you want to be happier, more productive and rise in your company faster, become a “Value finder.” Value finder’s are those people who are always on the lookout for an opportunity to complement their co-workers and subordinates. They actively seek people doing things right and make a practice of praising the person doing them, usually in earshot of others in the department.

Companies who have made a practice of encouraging value finding throughout the organization typically find that, not only does morale improve significantly, but that productivity improves as well. Happy people perform better than unhappy people. It’s that simple.

Let’s face it, no one likes to be berated for making a mistake. It’s embarrassing, makes the person feel uncomfortable, and to a great extent, will lower the morale of the entire organization.

Of course people need to be corrected from time to time, however, a better way to do this is by acting in a coaching capacity rather than just pointing a finger and, figuratively, beating up on the individual, and should always be done in private. Never critics or critique someone in front of other people. Doing this will have a devastating effect on the entire organization.

There was a time in history, not that long ago, when people believed that berating their employees and, unfortunately, their children, was the way to improve performance. We now know better. Putting a person down for making a mistake is like hitting your computer with a stick to make it work better. You wouldn’t even consider doing this yet we do it to our employees, coworkers, spouses, and children all the time.

The boss or manager who becomes known as someone who catches people doing things right and comments about it cultivates a culture of support and recognition in their department and quickly rises in the organization.

If you make a practice of praising people’s performance and recognizing them for a job well done, you will, before too long, see an increase in productivity and performance and, over time, an improved work environment.

Companies are, once again, appreciating the value of their employees and understanding that time and resources invested in their development and well-being contributes directly to the bottom line. In the twenty first century, your most valuable asset is what comes in the door every morning and goes home at the end of the day; namely, your people.

If you take care of them, the company will reap the benefits of an empowered and inspired workforce.

If you want to learn more ways you can improve the performance of your employees, consider my seminar, “Wake up! This is not a dress rehearsal” – Growing your people and yourself. This seminar, for executives, managers, and sales organizations has helped companies improve performance and increase their bottom line.