Recognition and praise are most effective when you notice and then express appreciation to a person for doing things right. But that takes time and energy! Unfortunately, that is something too few managers believe is a good use of their time and energy.
However, the three most critical elements of recognition and praise are to make it true, specific, and personal.
Make Recognition and Praise TRUE
The first step is to ensure that it is true. Recognition and praise are improperly used to manipulate people. That approach is wrong.
So, how do you use it?
If you are trying to get someone to do something for you, that is not recognition and praise. But, if you want to help them grow and develop, that is good recognition and praise thinking. It is an excellent action that demonstrates your value for people, showing that you are willing to invest in their development.
Superior leaders do not give indiscriminate, happy words to the people they work with. That is a waste of your energy and their time, because people will eventually see it for what it is: a form of manipulation and flattery.
So, focus on what is right, rather than just those things that are wrong. Focus on truth and reality. Search for things they do correctly and tell them how well they're doing!
Obviously, make sure it is TRUE!
Make It SPECIFIC
Specific is the second ingredient of recognition and praise. Go beyond, “You did a great job.” Instead, make it specific, like, “You did a great job with that customer. When he came into the store, he was mad. It was great the way you stayed calm and gave him what he needed. Great job! Well done!”
Those specifics make the difference between recognition and praise, or just nice words. The specifics reinforce your coaching for the correct behavior and what a great job looks like. And remember, repetition is critical for helping people take action. When you look for the things they do well, they get a chance to learn how important it is - maybe for the first time!
Take the time to create a different structure, one that provides specific encouragement, genuine appreciation, and developmental input to make a workplace worth coming to.
Finally, Make It PERSONAL
This part of recognition and praise helps you relate to them as a person, not another asset. To do this effectively, take the time to get to know the people you work with. Some people dislike public praise, while others love it. Some read notes, cards, and letters and save them, while others prefer face-to-face communication. And, you may lead people who want everything to be about business, no private life talk at work, while others display their private life with pictures in their workspace.
Look for clues, get to know who they are, and what they appreciate the most. You will find that people have their specific likes and preferences, which are often based on their unique DNA and individual development.
Please take the time to look for what people are doing right! When you see it, provide recognition and praise that is TRUE, SPECIFIC, and PERSONAL. Explore our Coaching Excellence course for more great leadership information like this.