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Research has shown that praise, when delivered effectively, can have a positive impact on employee motivation, productivity, loyalty and even health. [1] Following these top tips will help you ensure that the praise you offer others at work really hits the mark.
Choose the Right Approach
When it comes to praising your team members, there are lots of different approaches you can take. Praise can be delivered face-to-face, over the phone or by email, as well as in public. It’s important to choose an approach that both you and the person you are praising feel comfortable with. You should also take into account the amount of time you and the other person have, and your location. If the other person works remotely, for example, sending them an email or contacting them over the phone might be better than waiting until you see them in person.
Be Sincere
The praise you offer will only have a positive impact if it is genuine and sincerely expressed. Be sure to deliver praise in your own words and explain what your team members’ achievements mean to you, the team and (if appropriate) the wider organization.
Be Specific
Identify the specific behavior, action or achievement you want to praise. Avoid generic phrases like 'great job' or 'well done'; instead provide some detailed feedback, such as: ‘the report you gave me this morning was exceptional – the extra details you added answered a lot of the questions I was going to ask'.
Pass it On
If someone approaches you to praise a member of your team – perhaps a manager from another department or a client – be sure to let that team member know as soon as possible. Try to get some detail from the person offering the praise so you can let your team member know exactly what aspect of their performance has stood out.
Seek Opportunities to Praise
If you are not used to praising others, you may not pay particular attention to the everyday actions of team members that contribute to great results. One way to practice this is to track your own achievements. Every time you think you have done something particularly well, make a note of it or record it on your mobile phone with an app like Google Keep or iA Writer. As you become more aware of your own small achievements, look for them among your team and use them as an opportunity to offer praise.
Offer Praise Regularly
Praise shouldn’t be reserved for ‘special occasions’; it is important to acknowledge and praise the day-to-daysuccesses of your team members, as well as the one-off outstanding achievements. However, it is vital that praise is only offered when it is deserved, and not as an automatic response to every task being completed. Empty compliments are not effective and will only serve to reduce the impact of the genuine praise you deliver.
Offer Praise in Person Where Possible
This is one of the most effective ways of praising and recognizing team members, as it gives you the opportunity to see the impact of your comments and to provide further detail if necessary. Non-verbal cues and body language will also help employees know that you are being sincere. Remember, however, that if you won’t see the person soon then it might be better to call or send an email.
Be Fair and Consistent
It is vital to be fair and consistent when delivering praise, and for team members to feel that you do so without favoritism or bias. Be sure to offer praise whenever it is due and to offer an equal degree of praise for similar achievements. It is important to praise the day-to-day efforts of all your team members, as well as the accomplishments of star performers.
Praise People Publicly When Appropriate
Delivering praise in public adds extra weight to your feedback, and highlights the achievements of your team members to others in the organization. However, some people may feel uncomfortable with this and would prefer to be praised in private. You probably already have a good idea of which of your team members will be happy for you to praise them public, but it is still a good idea to check with them first before the first time you do so.
Praise Teams as Well as Individuals
Group success should be praised as regularly as individual achievement. For large or remote teams or departments, it might not be possible to praise everyone in person, but a heartfelt email, note or memo addressed to everyone involved can be equally effective.
Make Time for Praise
Well-delivered praise should be concise and to the point. If you don’t have time for one-to-one conversations or team-wide announcements, make praise a part of your everyday interaction with colleagues. Saying a quiet ‘well done for X’ as you pass a team member’s desk can bring about the same positive effects as lengthier conversations.
Make Praise Stand Alone
After giving verbal praise to a team member, you may feel you need to move the conversation on to other topics. However, it is actually better idea to make the praise the sole focus of your conversation with your team member, as this increases its significance. If it is not essential that you discuss the other topic right there and then, consider raising it later in the day.
Make a Record of Praise
If a member of your team achieves something outstanding or goes the extra mile, be sure to make a note of it so that you can bring it up at their next performance review meeting. Of course, it’s still important to praise them at the time of the achievement as well.
Create a Culture of Praise
As long as praise is communicated effectively, it can have a positive impact on motivation and morale, no matter who delivers it. It is therefore a good idea to encourage others in your team or area of the organization to recognize and praise one another’s achievements.
References[1] Tom Rath and Donald O. Clifton, How Full is your Bucket? Positive Strategies for Work and Life (Gallup Press, 2004) at http://businessjournal.gallup.com/content/12157/power-praise-recognition.aspx.
