Who doesn’t appreciate a little praise for a job well done? Recognition is a simple leadership tool that, when executed well, can have a big impact in shaping company culture and influencing better performance.
But it can also be a tool that is easily misused, making the effort feel less authentic and perhaps even counterproductive. As employers prioritize both engagement and retention in their workforces, learning how to praise effectively becomes another strategic tool they can use to further strengthen the company.
The following Dos and Don’ts can help employers recognize employees in ways that matter:
DO be specific about what you are praising. Recognition can be a powerful professional development tool. By describing how the exact behavior or outcome of an employee’s work has led to success for the company, the employee can realize which approaches they should continue using and feel more confident that they are working towards excellence.
Being specific about the praise also lets employees know that the leaders are paying attention and their efforts are not going unnoticed.
DON’T be flippant when it comes to praise. A “nice work” or “great job” should be more than a quick phrase while passing in the hallway. Take the time for a conversation around recognition. A planned effort is going to feel more genuine to the employee.
DO be timely when recognizing good work. Being prompt with recognition helps employees better connect the effort with the outcome, and those actions are more likely to be repeated and adopted across teams.
DON’T wait for the performance review to praise. If warranted recognition is delayed to be addressed in a performance review that happens seven months later, it is a missed opportunity. By then, the moment has passed and the excitement around the work has diminished. Timely praise gives employees “checkpoints” throughout the year, letting them know that their work is effective, appreciated and valued so that they can continue to build on that momentum.
DO make praise authentic. Yes, it’s true that there can be too much of a good thing, and the same holds true for recognizing employees. Praise that is routine or constant can lose its effectiveness because it becomes expected or seen as a rally to get employees to do more. Leaders who are sincere in their praise are viewed as more authentic, and that carries a lot of weight with employees who genuinely care about their performance and want to continue to grow in their careers.
DON’T recognize everything equally. There is a difference between simply meeting the job requirements and doing something notable in your work that benefits the company. Being thoughtful in what actions deserve praise will help employees determine which of their actions are good work and which are exceptional work.
DO make it personal. Today’s workforces are made up of a blend of differing personalities and individual preferences. Good leaders take the time to recognize these differences and praise accordingly. Some employees may respond better to recognition that is made more public, such as printed in company newsletters or announced during meetings. Others, however, may prefer one-on-one chats.
DON’T take a one-size-fits-all approach. Making a recognition announcement at the companywide Wednesday morning meeting may be well received by Jane, but the same action may embarrass John. Likewise, recognition in an email may be well received by some but feel less personal to others. Taking the time to know your employees and how they respond to praise can make a big difference.
DO tie praise to company values. When employees see how their efforts are contributing to the overall goals of the company, they can more easily see how their role fits into the bigger picture. This creates an open door to more innovation and creativity. This not only helps employees grow personally and professionally, but it also helps shape belonging and commitment across the organization.
Approaching praise with intention makes it more than just fleeting recognition. It becomes a leadership style that strategically fosters engagement and higher performance that continues to grow across the organization. When employees have a clear vision of what excellence looks like, and they feel like their work matters, they are more likely to strive for more. For leaders who value a strong company culture and a healthy bottom line, effective praise is less about the frequency and more about the authenticity.
