Delivering Praise That Gets Results
I like many other leaders struggle with distributing specific and unique praises to employees and co-workers. All leaders have the desire to give praise, but most show little priority in it. How do we change this behavior? We have to get intentional! We have to make a choice. Do we continue on a path that produces good results or do we change our direction and look toward greatness. Words carry power. Words can build a person up or bring them to ruin. In the book of Hebrews, the author tells us that we should figure out a way to encourage each other to love and for good works. Everyone needs encouragement. Here are 5 ways to change the way you give praise to your employees.
1. Develop a Plan for Praise
As leaders, we spend hours working to develop tact when correcting our employees. Yet, there is little thought behind most of the praises we give. We find ourselves throwing out passing comments like, “Great job today” or “Keep up the good work.” The problem is these phrases are not specific praises and definitely not motivators. We should spend just as much time developing praise for our employees as we do for correction.
2. Keep it Unique
Specifically, tell the employee what they did and why they are deserving of the praise. An easy way to do this is to follow the formula below:
” When you did…”
“This is what happened…”
“Here are the results…”
3. Be Genuine
When delivering praise to an employee, it must be genuine. Employees know when they are valued and when they are a means to an end. Ask them how they accomplished their task. Possibly ask them to share their ideas with others. Help them create more buy-in with the team.
4. No “Praise Sandwich”
As leaders, we have natural tendencies to always critique and help make things better. Praise must be distributed by itself. Do not distribute “Praise Sandwiches.” (Praise, Critique, Praise) The critique may be necessary, but it needs to be addressed at a different time.
5. Be Timely
We must give praise to our employees as close to the event or accomplishment as possible. When we do this, it has a greater impact and creates even more results. Beware of giving praises and then asking them to do a specific task. You don’t want to make it seem that you are buttering them up for something.
In order to give praises to your employees effectively, you must know them. Not every person on your team likes to be publicly praised. Some prefer to be praised in private. Giving unique praises to each employee can create better behaviors and create better results.
Are you distributing praise to your employees effectively?
What’s stopping you from becoming the leader your team deserves and from whom they find encouragement?
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One Comment
Dewayne"Mr. D" Murrell
Great advice! As leaders we are quick to give very specific criticism and correction. But we are far less likely to show genuine gratitude for a job well done. Many years ago, at a large company, my office and the CEO’s office were very close. At least 2 or 3 times per week he would stop by my desk and offer a specific comment on what I had done well. I still remember that model of leadership to this day.