When praised, people feel good about themselves. Subsequently, they perform better. Don’t underestimate the power of praise.
Why don’t we praise others more? It’s often easier to criticize or say nothing. But constant criticism is bad. It kills ambition. It creates a negative workplace. Employees feel unappreciated and do the bare minimum. Instead of motivating people, criticism makes them feel disconnected.
In order to harness the power of praise, comments must be:
“You’re a good manager.” | OR | “You balanced all employees’ schedules so that all positions were covered. Your efficiency is admirable. |
“You run a good meeting.” | “You ran today’s meeting at a brisk pace and kept everyone’s interest.” |
Why praise? Leaders should always make the effort to strengthen the lines of communication with the people they lead. Avoid feedback that only points out where an employee stands, therefore just saying that they are doing a “good” or “bad” job. Take it further, turn it into something that makes them eager to do more for you.
The Power of Praise is not simply telling someone they did a good job but ultimately making it a reinforcement of their motivation to do even better.
Abraham Maslow’s Hierarchy of Needs includes a human need called the Ego/Status level. It shows that humans need to be recognized by others; that they have a need for achievement, self-esteem, self-confidence, respect, prestige, and status. All people need to be recognized and valued.
Kenneth Blanchard and Spencer Johnson (The One Minute Manager) recommend trying to catch people doing something right.
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Other Resources:
In Praise of Praise – Forbes.com
How to Give Praise in the Workplace, According to an Austin CEO – BizJournals.com
Leadership Training Video – Performance Matters: Praise
The 9 Elements of Highly Effective Employee Praise
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