Give Praise

Most people dramatically under-praise. They save praise for big achievements and ignore the daily work that deserves recognition. Effective praise is specific, sincere, and immediate—and it’s not optional.

Why Praise Matters

Praise isn’t just “nice to have”—it’s critical for learning and motivation. People need to know what they’re doing well so they can do more of it.

The Purpose of Praise

• Shows people what “good” looks like
• Reinforces behaviors you want to see more of
• Builds confidence and trust
• Makes criticism easier to hear later
• Prevents people from questioning their value

Be Specific

Generic praise (“great job!”) is forgettable and ineffective. Specific praise tells people exactly what they did well.

Generic vs. Specific Praise

Generic (Weak):

• “Nice work on the presentation!”
• “You’re a great employee”
• “Keep it up!”
• “Good job on the project”

Specific (Strong):

• “Your opening story grabbed everyone’s attention—that’s exactly how to start a pitch”
• “The way you debugged that issue by checking logs first saved us hours”
• “You asked clarifying questions that prevented a major misunderstanding”
• “The documentation you wrote made onboarding the new hire seamless”

Be Sincere

People can detect fake praise instantly. If you don’t mean it, don’t say it. And never praise someone just to soften upcoming criticism.

Avoid These Praise Mistakes

• The “praise sandwich”: Praise → Criticism → Praise (people see through this)
• Personality praise: “You’re so smart” (focuses on identity, not actions)
• Insincere praise: Praising something mediocre just to be nice
• Public praise for private people: Know your audience
• Comparison praise: “You’re better than [colleague]” (creates competition)

Praise Immediately and In Person

Praise loses impact when delayed. Give it as soon as you notice something praise-worthy. And whenever possible, do it face-to-face.

The HIP Principle (for Praise)

Make praise:

• Helpful: Tells them what to keep doing
• Immediate: Given right away, not weeks later
• In Person: Or at least via video call, not just Slack

Praise in Public (Usually)

Most people appreciate public recognition, but know your team. Some people find public praise embarrassing.

Key Takeaways

• Most managers under-praise dramatically
• Be specific: tell people exactly what they did well
• Be sincere: fake praise is worse than no praise
• Give praise immediately and in person when possible
• Public praise works for most people, but know your audience
• Praise is not optional—it’s critical for growth