by in2vate, llc
Everyone likes a pat on the back and a hearty “well done.” But making praise a truly effective motivational tool requires a little planning. Here are some pointers:
- Show some purpose. Making workers feel good about themselves is only a starting point. The purpose of workplace praise is to improve productivity and reinforce positive behavior Keep that in mind as you hand out the compliments.
- Aim for a specific target. Don’t just offer clichés or platitudes. For instance, if you’re pleased with how Conrad satisfied a complaining customer, don’t just say, “You handled that well.” Give some detail that tells him exactly what he did right: “You were wise to let the customer vent her anger and then offer good constructive solutions.”
- Be honest. Employees know when you’re faking it. Don’t offer praise unless you can do it sincerely. Passing out superficial praise can hurt your credibility instead of improving performance and morale.
- Find the right balance. Like anything else, praise loses its effectiveness if it’s overused. On the other hand, its power diminishes if it’s underused. Try to offer some sort of praise or positive feedback at least once a month. Give extra attention to new employees, those who seem to lack confidence, or team members testing the waters with new assignments. Otherwise, focus on those making an extra effort, accomplishing a difficult task, or exhibiting behavior you want others to emulate.