The Power of Praise

Most people get taught from an early age the importance of saying ‘thank you’. Therefore, we should have subconsciously noticed over time that the direct effect of saying ‘thank you’ is that people are more likely to do something kind/well/helpful again. Yet, even knowing the positive impact that praise and appreciation has on humankind in general, in a workplace environment the words ‘thank you’ and 'You did well at...." are forgotten too often.

Reviews, appraisals and team meetings are the tools most often used to provide feedback on performance. These can be very constructive and very effective at showing appreciation for a job well done. Unfortunately, more often meetings relaying feedback tend to focus more on those elements which need improvement whereas those elements which were good are given a brief ‘tick-box’ style mention.

Now, I am not suggesting that only positive feedback should be given. I am equally not advocating disingenuous praise. However, given that many studies have shown that giving praise and showing appreciation to employees and colleagues improve optimism, sleep quality and stress levels; it is worth bearing in mind the knock-on effect of not showing appreciation when it is warranted .

The statistics from the Health and Safety Executive show that in the Labour Force Survey for 2015/16:

• Stress accounted for 37% of all work related ill health cases and 45% of all working days lost due to ill health.

• The total number of working days lost due to this condition in 2015/16 was 11.7 million .

• The main work factors cited by respondents as causing work related stress, depression or anxiety (LFS) were workload pressures, including tight deadlines and too much responsibility as well as a lack of managerial support.

When people do not feel suitably appreciated for the work and effort that they put into their job, it will have an impact on their motivation and their relationship with their colleagues and management. The most likely consequence is a growing resentment about how they are being treated. (Note that being under-appreciated can cause as strong a reaction as being proactively mistreated.) Just as those who feel appreciated thrive and are motivated to achieve success again; those who feel under-appreciated are likely to withdraw from work and reluctant to put in any more than the minimum required effort.

Mediators often find that when there is a dispute between management and an employee or where two colleagues are butting heads, the root cause is attributable to feeling under-appreciated and therefore insecure about their reputation and position at work. If you want to avoid both unnecessary conflict and reduce the likelihood of work-related stress, then focus on how to motivate those around you with praise and appreciation.

Giving genuine, appropriate praise and appreciation is almost counter-cultural – particularly in an especially competitive working environment. Like any new habit you want to develop, it takes practice to give well-received gratitude and appreciation.

Here are a few pointers that should help you know what to focus on and what should be avoided:

1. Be appropriate

   • Know your audience! Some people don’t react well to hugs, kisses or flowers. Respect their boundaries and be mindful of anything you need to be sensitive about. (i.e. if they have had a previous bad experience of an over-familiar colleague, a bear hug may not be appropriate!) For most people, just saying what you appreciate face-to-face or sending a nicely worded email is enough.

   • What is the method of showing appreciation in your workplace - through words, public praise, monetary rewards or career advancement? If the performance was significant and you respond by giving them a disproportionate ‘reward’ then they are unlikely to feel like they have been appropriately acknowledged for their effort. Ensure the show of appreciation is proportionate to the behaviour.

2. Be specific

   • Too often, staff become disenfranchised by only receiving general or ambiguous feedback. They get used to hearing phrases such as, “Just carry on with what you’re doing”, “You are doing well”, “I don’t have a problem with what you are doing” and “I will let you know if I am not happy”.

   • However, if you really want your feedback to have a positive impact on staff morale and performance, highlight specifically the things that were good – “The way you communicated your point was very effective”, “I am really pleased with how you are working with your team”, “I notice how well you handled [previous situation], what do you think should be done…?”. It gives something for them build on and motivates them to continue improving.

3. Be sincere

   • Just as I mentioned above (and in a previous post on giving feedback) with any formal or informal feedback process it is essential that what is being said is genuine, comes across as sincere and does not feel like a ‘tick-box’ exercise. Words without any true feeling behind them cannot compare to looking someone in the eye and sincerely telling them that they did well in a certain area and you appreciate their work and effort.

4. Be fair

   • Unless you are a team of one or two, whatever you do for one person will be noticed and noted by everyone else. Make sure that you are neither playing favourites nor ignoring certain people. A true sign of a person having integrity is when they compliment, praise or thank someone that they personally don’t get on with.

5. Be responsible

   • This post may seem to be directed towards those in a management position, however, if you are interacting with people and you want that relationship to remain (or become) positive, showing gratitude and appreciation plays a key role in that being possible; and this applies to work relationships, family relationships and friendships.

     • Management have a responsibility to promote and model positive behaviour to their staff, including showing praise and recognising a job done well.

     • However, knowing that showing praise and appreciation is recognised to boost morale, reduce stress levels and motivate staff, it is in everyone’s benefit that such behaviours become part of company culture.

   • If you are feeling under-appreciated at work, you have the choice to either continue to feel this way or you can communicate this to your line manager. Unless you highlight how you feel, it is unlikely that things will change. Never expect anyone to be a mind-reader.

     • However, if you do broach this subject, check that you have a realistic expectation of whether praise is due and that you are offering the same kind of praise and appreciation that you are seeking. The response you get when you ask for more appreciation is more likely to be positive if you aren’t asking for something that you don’t even do.

So, whatever your opinion on New Year’s resolutions, I encourage you to acknowledge the power of praise and the positive impact it could have on your working life. It may be the best habit you have ever started.

If you need to speak to someone about any employment disputes or workplace conflict, please get in contact by emailing emma.jenkings@mosaicmedation.co.uk or through the Contact page.