In most cases, praising employees does not cost your organization a dime. All it takes is a small amount of effort!
Managers and executives praise employees when they make a conscious decision to improve (or attempt to improve) their job performances. It’s such a simple trick that can go a long way. It can be as simple as a handwritten note or email, or as lavish as a cash gift or bonus for a job well done.
Praising employees can have a positive impact on organizations.
Giving employees praise on their improvements is one of the 13 ways to motivate key employees to become leaders, and for a good reason. This conscious effort to point out what employees are doing well promotes that the behavior should be repeated. Giving praise also improves employee self-confidence and motivates them to aspire for continued improvements.
As you might expect, employees who receive praise often experience higher job satisfaction and are more likely to be retained.
Praise can lead to improved team collaboration while increasing the chance other employees follow these positive examples. After all, everyone wants to be praised, right? It’s human nature to want to feel valued and respected. That’s why “pats on the back” are just as important as wage increases, fringe benefits, and other productivity rewards.
How Should Organizations Praise Employees?
Employees appreciate sincere praise, especially when it specifically calls out specific accomplishments. Make sure organizations offer all employees an opportunity to be recognized. Similar efforts in the future by other team members should receive similar praise. To ensure this, organizations should establish criteria.
Be careful: Do not transform recognition rewards into expectations – for example, awarding gift cards every time a new client signs up.
Managers: Praise Employees Often
Some bosses focus on what people are doing wrong and overlook what they are doing right. Some managers and owners (falsely) believe praising one employee places extra pressure on them to praise others.
That is all not true! You can (and should) praise your employees when the opportunity arises. When you do, take into consideration that you praise with the following in mind:
- When thanking employees, address them by name. As Dale Carnegie said, “A person’s name is to that person, the sweetest, most important sound in any language.”
- Praise: Be genuine based on observed behaviors, values, accomplishments, successes, qualities, attributes, etc.
- Example: Provide a specific example.
- Context: Explain how this quality will help you, the team, the organization, the customer, etc.
- Reinforce: Top it off with a final positive statement or suggestion for future. .
How To Develop Future Leaders Through Praise
What’s the main ingredient for growing an organization? Amazing employees. Many of these team members will have the opportunity to serve in leadership roles in the future. For now, as a manager or owner, it’s your responsibility to identify these future leaders and place them on a path to success through leadership training.
At Dale Carnegie of Orange County, our consultants and proven methodology have taught thousands of individuals how to gain skills needed to transform their organizations.
Interested in trying one of our programs? Fill out this form to get started.