How to praise employees

Incorporating praise into a person’s management style is not difficult, and a little bit of effort can result in a significant return through the employee’s productivity.

According to Entrepreneur Magazine, it is crucial that this praise is concise, specific to the person and desired action, and repeated often. It should also occur as soon after the desired work as possible so that the person ties the two together immediately. Remember, however, that every employee is different and some will respond positively to public praise while others will prefer it in private.

Inc. Magazine has a few best practices on how to get praising done right for high-performing employees, and they explain that while checking in with employees periodically to provide praise is important, it is also essential that the appreciation is genuine. If it feels like a box is being checked off on a to-do list then nobody will gain any benefit. Sometimes, it can take a little searching to find praise-worthy behavior and managers that have a habit of only looking for poor performance to correct will need to readjust their vision.

Once habits of praise are beginning to form, there is a real opportunity to create a culture around recognition in the company. Encouraging each department manager to find ways to praise their crew sets up an incentive to help them find ways to increase performance. Positive recognition will often build upon itself and it could be that bad employees turn into good ones while good ones turn into great.

Almost as important as knowing how to praise someone in business for their performance is understanding how to receive praise from another discreetly and humbly as well. Rather than rushing into a sense of entitlement and superiority, take a step back to think about what the recognition means. Yes, it is acknowledging excellent performance, but it can also lead to a lack of innovation if a person lets it go to their head.