Good managers make judicious use of praise
January 2003
Well, we’ve made it through another holiday season, with its attendant pressures and madness. Now that you’re thoroughly sick and tired of giving, let’s talk about it from a business perspective.
Giving should be done year round. This can be giving praise, giving rewards, giving your time. When lists are made (by those who research, study and make lists), praise and recognition regularly top the list of employee motivators. Think about it: don’t you enjoy being told you are fabulous? Most of us do. Money is good, necessary, and can be fabulous. But most of us aren’t in it for the money alone. Employees (after a living wage) want three things: flexibility in hours, meaningful work, and praise. I encourage you to do all you can to provide all of these. And you will always hear me say, “Hire the best and pay them absolutely as much as you can.” It’s cheaper in the long run. By far.
Back to praise: some of you may be uncomfortable giving it. A good job is what I pay people for, you may say. While that is the case, I will bet you anything that most of your employees don’t feel the same way. Praise is like apologies - it doesn’t cost a penny and has great results. This does not mean gratuitous praise, however. If you aren’t sincere, it will show. Nor does it mean you have to walk around praising everything everyone does. It does mean that when someone puts in extra effort, or does a faultless job on a project, or handles a customer particularly well, it won’t hurt you to say something. Really. And it will mean a lot to the person who performed to have it noticed.
If you are the kind of person who finds articulating praise difficult or impossible, show that praise with tangibles. Perhaps a gift certificate or bonus check would give the message. I once had a boss put a note under my computer keyboard with a check attached. I enjoyed that thoroughly. It wasn’t the world’s largest check, but he made it clear it was for work above and beyond on a particular project. I was highly motivated and touched at the gesture. And you can bet that my attitude was much different than it would have been if my efforts had been ignored or taken for granted.
You can also spring for office events after a big deadline or intense workload. Host a pizza party at lunch. Send the workgroup out for a movie one day. A workgroup leader I know of did exactly that after a large project closed. All project staff were let go early, and had tickets waiting for them at the theater. This is not hugely expensive, and not only did it show them their work was appreciated, it had that delicious flavor of getting out of school early or playing hooky. They had a ball, and the whole thing cost less than a hundred dollars for a large work team. (Remember, matinee prices are also lower!)
Time off is always a fabulous reward that doesn’t cost you actual cash. Believe me, you will get those hours back in increased dedication from that employee or employees. Send someone home at lunch, or give them a free day to take when they like. (Schedule permitting, of course.) I have yet to meet someone who will turn down a free three-day weekend. Another beauty of rewarding with time is that everyone can use it.
Ramona Abbott helps businesses maximize their efficiency, effectiveness and group dynamics. She utilizes proven techniques that are fun and affordable to help you improve your workplace in a variety of ways. She welcomes inquiries at 360-398-2606 or ramona@EssentiallyProfessional.com
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