One-on-one meetings are an awesome opportunity to dish out some well-deserved praise!
Sure, giving compliments in a group setting is great, but at the very least, make sure your team members get their fair share of kudos during one-on-ones. Showing your team that you care by praising them not only feels good, but it also has some real perks for you too.
Turns out, giving genuine compliments can have the same effect on performance as getting a nice cash reward. Norihiro Sadato, the lead professor of a study done by the National Institute for Physiological Sciences in Japan, said, “The brain sees receiving a compliment as a social reward, just like getting money. So, we now have scientific proof that people perform better when they’re recognized for their efforts.
Complimenting others could be an easy and effective strategy to use.” It might feel a little awkward at first if you’re not used to dishing out compliments, but trust me, it’s worth embracing. If you genuinely care and speak from the heart, your message will be well-received. Soon enough, giving praise will become second nature, and you’ll see the world through a positive lens.
Now, here’s where things get interesting: metrics. They play a crucial role in giving effective praise. Saying “good job” or “thanks, you’re awesome” is okay, but it’s pretty generic. Anyone can say that! If you want your praise to hit the mark, get specific.
For example, “Great job on that speedy response to the IRS. Your letter was on point, and you sent it out lightning fast!” How do you know it was speedy? Well, you have a metric that IRS letters should be responded to within three business days. Anything less than that is a win.
Remember when we talked about job descriptions and accountability? Metrics help with that too. They give your team members clarity on how they’re doing. When they’re winning, give them a pat on the back. Accountable employees deserve recognition for their hard work.
But hold on, there’s a catch.
Praising people only works if you do it consistently. You can’t just drop a compliment here and there and call it a day. As Jim Harter, the big shot scientist at Gallup Organization says, “Recognition is a short-term need that has to be satisfied ongoingly.” If you don’t keep up with recognizing your team, they’re more likely to start thinking about leaving. According to Gallup’s research, employees who don’t feel adequately appreciated are three times more likely to jump ship within a year.
One last thing to remember: be genuine in your praise. Gallup’s study of four million employees found that only praising genuine achievements is the way to go. Showering people with unearned praise does more harm than good. It’s like the boy who cried wolf. When the wolves finally showed up, nobody believed him. So, be authentic in your recognition.
To wrap it up, praise is a powerful tool for building a strong and motivated team. With the right approach, you’ll boost your team’s mojo and create a workplace where everyone feels valued and appreciated!
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