Recognition programs are a cornerstone of a positive workplace culture, but there's a misconception...
A coworker compliments your sweater, remarking that it’s just your color. Do you:
- a) Give a bright “Thank you!” and tell them where you got it.
- b) Say, “Thanks, it was on sale.” (insinuating it’s not that special).
- c) Say thanks, but feel suspicious. Do they mean that? Was there a hint of sarcasm?
- d) Murmur thanks, feeling a flush of embarrassment rise in your cheeks.
- e) Thank them and immediately change the subject. You don’t want to make a big deal out of it!
How we react depends on more factors than we’re consciously aware of. But it’s not uncommon to hear someone admit they’re not great at accepting compliments. It’s far rarer to acknowledge that you struggle giving praise.
Yes, for all our talk about recognition in the workplace, we can forget that recognition can be awkward for many people. You meant it, but do they know how much you really mean it? Where do you get off praising these people, anyway?
Keep reading for solid tips on giving praise in a work environment.
Why is it hard to give praise at work?
If you’re not already basking in the warm glow of a culture of recognition, there are a few reasons why it feels hard to start.
For leaders, it can feel like unknown territory. Many didn’t receive personal acknowledgment on their ascent and it feels, well, too personal. People from earlier generations are more accustomed to workplace cultures where the focus is on what’s wrong, not right.
Maybe you’ve experienced that, too. Transitioning to a workplace that understands the value of praise and recognition is a type of very real culture shock. Other common causes include, but aren’t limited to:
- Competition or lack of rapport
- Worries of seeming insincere
- Introversion or feeling too shy
- Insecurity, questioning about wording
- Fear of it seeming unprofessional
Or all of the above. No matter the hang-ups, it’s never too late to learn new ways to give praise at work.
Praise problem #1: I don’t know how to say “great job” like I really mean it
Being unsure that you know how to say “good job” or “great work” is an excellent sign, actually. It means you understand the most common problem with professional praise: dry as a desert.
You may even overcorrect and wade into hyperbole, but “That was the greatest job ever!!!” is somehow even less believable.
No worries, this is Professional Praise 101-level stuff.
Solution: Learn how to praise someone professionally without sounding too generic
Honesty can make giving feedback difficult. Unless that feedback happens to be positive! Injecting more honesty is what makes praise seem genuine and special.
Genuine praise that lands is both specific and timely. Instead of telling someone they did a great job, tell them what was great about it in just a few extra words. Their efficiency, attention to detail, good attitude, whatever.
Next, make it timely by praising the behavior or quality ASAP. Timely praise is more believable because it just happened–you didn’t waste time deliberating about whether or not they deserved the praise.
As soon as someone finishes a presentation: “Great job Emily, the way you explained that data clarified a lot.” Emily is going to believe and receive this much more than “Great job” some hours, days, or weeks down the line. Moreover, she’s going to be inspired and motivated to continue doing great work.
Some natural eye contact helps, too. 👀
Praise problem #2: Compliments make me cringe! I feel too awkward.
We don’t need to go too far into the psychology of why praise and compliments feel awkward. But if it helps, a lot of people simply have subconscious fears of rejection or exclusion in the workplace. That can seep into normal interactions, like giving a colleague their rightful praise.
What you do need to know is that it gets easier with practice. You might feel a little vulnerable at first, but that’s just part of a workplace culture where people trust and support one another.
Solution: Learn how to praise someone professionally in writing
If you’re worried you’ll stumble on your words or say a not-quite-right thing, put it in writing first. Management and leadership will find that handwritten notes are a preferred form of recognition for some employees.
Everyone can practice in the team chat or via email, too. Take the above advice for genuine praise and craft a brief, to-the-point compliment. This way, you have a minute more to confirm that it says precisely what you want it to.
Check these qualities off before hitting send:
- Specific
- Concise
- Positive
- Error-free
And keep it up. It won’t be long before you’re practically known for praise. Saying it out loud will be a natural next step you’ll hardly hesitate to take.
Praise problem #3: I’m way behind on recognition and don’t know where to start
Just starting to recognize the value of praise in the workplace? Are you right at the beginning of a recognition program? Or did you drop the ball on positive acknowledgement?
This can lead to worries that it’ll seem forced or “out of nowhere” when you do start pointing out awesome contributions. You also don’t want to come in with the appearance of favoritism.
Solution: Learning how to praise a team for good work
First, if the company is shifting strategy or starting a recognition program, make all employees aware.
No matter the situation, you can settle into giving praise by celebrating a whole group. Whether they’re in a particular department or collaborating on a project, team praise is a great way to acknowledge specific efforts without raising any “suspicions.”
Some ideas/examples:
- “I’ve been a little distracted lately, but you guys have been doing great work. Coffee’s on me today.”
- “You guys pushed hard through that last milestone. I don’t want you to get burned out. Let’s take the rest of the afternoon for some team-building activities.”
- “This group has been great at delegating tasks. How about you guys decide who handles which part of this project?”
Praise problem #4: Am I even qualified to give praise?
Whoa, impostor syndrome. Some people doubt that praise even means anything coming from them. This isn’t something we need to unpack–everyone is as worthy of giving praise as they are receiving it. Everyone.
It’s critical to a culture that understands the value of positive recognition. Free-flowing, genuine appreciation–not top-down-sanctioned, compulsory, by-authorization-only recognition.
Solution: Get familiar with peer recognition
When peer-to-peer recognition is part of the company culture, no one ever wonders if they’re important enough to offer praise. Here’s how HeyTaco does it:
Every person has five virtual tacos 🌮 to give out in the team chat every single day. Tacos are tracked and displayed on two public leaderboards: tacos given and received. It’s a fun, low-stakes practice that helps people build a habit of public praise and positive acknowledgement.
There are plenty of ways to nail peer recognition, but gamifying it and offering rewards support strong participation and real camaraderie.
Crash course! Get more tips for giving praise in a work environment
Hopefully, we’ve addressed whatever it is that’s held you back from giving praise in a work environment. But if you need more ideas for workplace positivity and acknowledgement, there’s much more to explore:
- Don’t forget Employee Appreciation Day! It’s the perfect opportunity to offer specific praise in a message or during a team activity.
- Break the ice with interesting questions and praise the most creative or funny responses.
- Get dozens more ideas for personalized thank-you notes, public shout-outs, and appreciation walls.
- Don’t let praise pile up! Explore monetary and non-monetary reward ideas to reinforce engagement and motivation.
Let HeyTaco show you how to appreciate someone for good work
Don’t let hang-ups over professional praise hold you back from workplace happiness. If you want to implement a system that’s simple, fun, and doesn’t interrupt workflows, we’ve got you!
Take HeyTaco for a spin risk-free and let us know how much easier workplace praise becomes.
