Best Practices for Acknowledging and Praising Your Team
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1. Be Specific
General praise like “Good job!” is less impactful than specific recognition. Highlight the exact behavior or accomplishment you’re praising, such as “Your attention to detail on that client report made a big difference” or “I really appreciate how you led the team during the last project” or “Love that opening joke from the presentation for the Rothchilds. You’re really coming along”.
2. Timely Recognition
Don’t wait too long to acknowledge achievements. Timely praise has a greater emotional impact because the effort is still fresh in the employee’s mind. Make a habit of giving recognition regularly and promptly because the reverse is also true. You can’t let mistakes slide because your team may not even know things have changed or they’ve made a simple error requiring that certain aspects of their work must change.
Likewise, congratulating someone six months later is confusing (and too little too late).
3. Personalize Praise
Some employees enjoy public recognition, while others may prefer a private thank-you. Understand your team’s preferences and personalize how you deliver praise, showing that you care about their comfort and preferences. Knowing the personalities of your team members, their needs, etc. is often more important than managing the bottom line. When Susan knows that you remembered her on the anniversary of her husband’s passing, that’s far more powerful than a 1% increase in revenue. When Joe learns that you noticed all the work he did to clean up your clogged share drives, he’s going to feel great.
Yes, you need money to pay Susan or Joe, but you also need Susan and Joe to see the human side of the business and the management team.
4. Balance Individual and Team Recognition
While individual praise is important, recognizing teams fosters collaboration and reinforces the value of collective success. Celebrate group achievements to emphasize that success is often the result of teamwork and shared effort. Don’t be afraid to reward groups that work together, but also make certain everyone benefits so that you’re providing something stronger than a “go team” for a job well done.
5. Incorporate Non-Monetary Rewards
In addition to verbal praise, offering non-monetary rewards, like extra time off, flexible hours, or professional development opportunities can be highly motivating. These gestures show that you’re invested in the employee’s overall well-being and growth, not just their immediate output. Servant leadership is more powerful than you realize.
6. Encourage Peer Recognition
Create a culture where employees praise and recognize one another. Peer-to-peer acknowledgment can be just as impactful as praise from leadership and fosters a more supportive, positive work environment. You know how basketball players point at the passer after scoring? You want that to happen every day in the office.
7. Be Genuine
Praise must be authentic and sincere. Employees can easily detect insincere recognition, which may demotivate rather than inspire. Ensure that your praise is heartfelt and reflects genuine appreciation for the hard work they’ve done. If you don’t really mean it, don’t do it. Find someone on the team who is a little sappy, means it, and gives the right impression.
Learn More About Employee Recognition With JW Radford
Acknowledgment and praise are powerful motivators when used thoughtfully and with care. They not only boost morale, engagement, and productivity but also foster a culture of appreciation and respect. By making recognition a regular part of your leadership style, you can inspire employees to excel while building a far more positive work environment. Want to learn more about servant leadership? Check out JW Radford today.
