How to give meaningful praise

Giving and receiving feedback is part of our lives, especially in a work context where results are expected. When we give employees feedback, they gain a clearer understanding of how their manager sees their work and how well they are meeting their responsibilities. It helps them understand what they are doing well and what they could improve. Sometimes, however, the feedback we give or receive is neither useful nor meaningful — for example, "You are lazy." For feedback to be helpful, it needs to bring value.

By nature, feedback comes in two forms: corrective feedback, which aims to change something in an employee's behavior or work, and praise-based feedback, which confirms that things are being done in the right way. We have all encountered the first type of feedback more than once, and we know it well. Praise, however, is given much less often, even though it is extremely important for employee motivation. In this article, we will look at when it is appropriate to give praise-based feedback and share a few tips on how to give praise well.

Why is it important to praise employees?

Sometimes it seems that we feel uncomfortable when we need to praise someone for the work they have done. We may feel awkward, embarrassed, or worried that we will come across as insincere or hypocritical. Giving praise in an immediate and natural way does not always come naturally, but it is a skill that can be developed. It matters for the motivation and engagement of employees across the organization.

Praise-based feedback is given when employees meet or exceed business goals, overcome a challenge, go beyond expectations, or introduce innovative ideas. Recognizing good results is a powerful and effective way to show employees that they are valued. It builds confidence and improves the quality of work. Employees who receive effective praise-based feedback are usually more engaged, productive, and loyal to the business and to the work they do.

When should we give praise-based feedback?

When an employee reaches or exceeds a goal. When an employee has worked hard to reach or exceed a goal, it is important to acknowledge their effort by being specific in your feedback. Remember to mention how their contribution will affect the broader goal and the business.

When an employee shows initiative. Thank the employee for taking initiative by pointing out how their actions positively affect the goals that have been set.

When an employee goes beyond expectations. In this case, your feedback should include specifics about how the person's additional effort will positively affect the business goals.

When an employee needs a confidence boost. Be specific about the employee's skills that you admire, and give an example of how their positive actions support the business goals.

When an employee overcomes a challenge. Your feedback should highlight the skills the employee demonstrated in order to overcome the challenge.

When an employee shares new ideas. If the ideas are relevant, remember to include in your feedback how those new ideas will affect the broader business goal.

What should praise-based feedback include?

Be specific. Employees have a greater chance to learn and grow at work when they receive detailed feedback. Avoid vague praise such as "well done" or "good job." Whenever possible, point to a specific example of the work completed.

Give feedback in the moment. If you wait too long to express praise, the employee may feel that their hard work has gone unnoticed. Instead of waiting for a scheduled meeting, give praise soon after they have done good work.

Recognize the effort. Your feedback should not focus only on the person's personality. Include positive feedback that recognizes their effort. This helps nurture their determination and self-confidence.

Give praise often. Be as generous as possible with your praise. It is good to offer praise not only for major achievements, but also for smaller ones. Be careful, however, not to cross the line where your feedback loses credibility. Simply be selective and sincere.

Make praise public. When you give someone positive feedback, it is often good to do it in the presence of other employees. Sometimes it may be enough to praise someone in front of their department team; other times, it may be appropriate to praise them in front of the whole company. Use your judgment.