The Measurable Impact of Positive Praise
It isn’t just smart for leaders to show they appreciate their employees; it is necessary.
How can leaders generate company loyalty at a time when so many individuals have never even met their co-workers in person? Or when they see opportunities for a higher salary and more flexible working conditions at other companies?
What if the answer were as simple as providing positive praise to employees? It certainly doesn’t solve all problems, but the potential benefits of positive feedback are notable. Research shared in the Harvard Business Review reflects that people often underestimate how good a compliment will actually make another person feel, as well as how much individuals appreciate gratitude.
Many business executives tout the significance of gratitude in the workplace. In an interview for the book Leading with Gratitude, former Ford CEO Alan Mulally discussed how the central role of leaders is about people and recommended “appreciating them, respecting them and thanking them at every step of the way.”
There is more than one technique for properly thanking employees for their notable efforts. Jason Hall, a member of the Fast Company Executive Board, feels it is wise to be specific. “Make sure that you let them know exactly what you appreciated about their work,” said Hall, adding, “Specific praise like that will carry a lot more weight than just saying, ‘You’re doing a good job in general.’” Fellow Executive Board member Ryan Anderson stressed the importance of validating positive actions, saying, “If we only indicate dissatisfaction and never indicate satisfaction, our teams are missing half of the feedback we could be giving them as leaders.”
Not everyone likes to receive praise the same way. At 18 Coffees, we like to use a tool called “Team Member on a Page” to help colleagues understand each other’s preferences for working styles and information management. Some people may like to hear feedback privately, while others may appreciate being praised in person.
Throughout change management and leadership development workshops that we’ve led for clients, we often highlight organizational materials that can be used for regular check-ins or feedback sessions with direct reports. These interactions provide prime opportunities for not only gauging the well-being and concerns of employees but also letting them know their hard work is being seen and appreciated.
Praise can ultimately be given in several different forms and will impact individuals in varying ways. What’s important for leaders to recognize is that praise is beneficial to the overall success of the organization. So if leaders want team members to be productive, stick around, and enjoy their work, they shouldn’t be silent. They should let people know that they are valued. As managers, they have been trained and encouraged to think critically when delivering constructive criticism in real time. They should give that same consideration and intentionality when expressing to team members what they are doing right.
