As I wrote in a blog entry in April, through the years I have noted a number of “rules” of leadership. One of those concerns the issue of praise. I believe a good leader always looks for behavior to applaud and then does so, and loudly.
This idea was reinforced recently in a book a friend recommended, entitled: “O Great One! A little story about the Awesome Power of Recognition,” written by David Novak and, and his writing partner, Christa Bourg. Novak’s credentials are impressive. He served as CEO of Yum Brands and before that Chief Operating Officer of Pepsi-Cola North America. And the book, while written as a story simple enough for a child to read, is powerful in its application.
Basically, my rule of applause and Novak’s book acknowledge the same fact. People respond to praise. I would go further and say that once the compensation issue between a leader and his teammate is out of the way, nothing is more important in motivating people than recognition and praise. In fact, what is compensation but recognition of one’s contribution to the organization?
At the end of his book, Novak lists ten principles to govern how one should manage praise. Not wanting to violate a copyright, I won’t list them here. What I will say is that singling out someone who has done something particularly well in your organization, complimenting them for that accomplishment, and letting others know about it or even share in the congratulations is one of the most effective ways I know to make people feel proud of where they work and what they do. It is one of the best ways to ensure loyalty. And it is one of the best ways to motivate others on the team.
As one reflects on running an organization, or perhaps even on one’s role in a family or on a team, this seems like such an unnecessary rule until one has the opportunity, if that’s what it’s called, to work for someone who doesn’t know how or is unwilling to pay a compliment. People work for praise. Beyond a certain level, money is almost always secondary.
Very nice note that will be noted and promoted
Thanks John and I appreciate the praise!
I am a firm advocate of this line of thinking and the action behind it.
after reading this except “i will praise louder” going forward
thanks for the reinforcement
steven brescia
Thanks Steve and I appreciate the comment.
Thank you for being “Mindful” of others. I find it amazing how people, especially leaders, forget their manners when it comes to their front line staff. I’m more than sure they (the managers) were taught to say “Thank you” when they were kids. It doesn’t take much and it doesn’t even have to be a big public display. Just a simple “job well done” usually works.
My thoughts exactly Andrea. A few words of praise and gratitude take only seconds to say.
I believe that most people respond to praise, some more than others though and it rarely is taken the wrong way unless it comes across as patronizing. It does need to be specific and sincere. Another good book that addresses the broader issue of “appreciation” is the book “The 5 languages of appreciation in the workplace (http://www.appreciationatwork.com/5-languages-appreciation-workplace-improve-employee-engagement/). Basically, some people feel appreciated due to verbal praise, some feel appreciated due to “acts of service”, i.e. doing something for them, some feel more appreciated by “quality time”, i.e. spending time with them, some feel more appreciated by “gifts” including bonuses and promotions (I would say this is typically not the main factor for most people, but for some it is and that is not necessarily bad or mean that they are greedy). With these ideas, you can show appreciation in the way that means the most to someone (_if_ you can figure out which is most important to them). My strategy is to go for the shotgun approach and do as much of each for people that I want to encourage at work and see which they seem to respond to the most.
Thank you Nathan for your thoughtful response. Much appreciated.
” People work for praise,Beyond a certain level, money is almost always secondary”- The last line of your article has blown my mind.. It ii always a open secret that we the people work for praise,love to hear praise. i totally support your all the words of the above lines.. well said..keep it up!!!!
Tom,
Bravo to you for fostering a culture of respect and appreciation!
As a leader you are modeling behavior that will trickle down to every employee who has a career at your firm. Happy employees are the best advertising for your business!
Thanks Much
Mr. Bozzuto,
In my humble opinion, praise is equivalent to respect. By praising someone, you’re telling that person (and hopefully others) that you respect them. You acknowledge their effort and work to be exemplary. Whether you’re the CEO of a company or the late night janitor who cleans the offices – people respond to respect because people take pride in their work. People respond to praise more than money because you can’t buy respect.
Just a few thoughts that was prompted by your post 🙂
Cheers
Thanks for your comment. I agree. I have a friend who lives what you describe. Every place you go with him–every restaurant, every newspaper stand, every office–people greet him with a smile and by his first name, and the reason is that he treats everyone, regardless of position or rank, with respect and dignity. Thanks again.
mANY YEARS AGO McGregor’s THEORY x AND y WERE POSTULATED. SINCE THAT TIME, I HAVE SEEN THE RESULTS OF BOTH THEORIES. basically MY CONCLUSION IS THAT THE VISION OF AN ORGANIZATION FILTERS INTO ITS SPEECH AND CREATES A DYNAMICISM, INVOLVEMENT (OR LACK OF) ALL BASED ON WHAT ONE’S THINKING OR THE ORGANIZATIONAL THINKING IS. NEVERMIND PEOPLE’S MISTAKES, IT IS YOUR VISION THAT PROJECTS ITSELF AND PEOPLE GET IT, YOU DON’T EVEN HAVE TO SAY ANY MUCH AT ALL.
(‘SCUSE THE CAPS MACHINE MALFUNCTION)
Thanks for this. I pretty much agree.