Career Growth

Praise, It’s An Essential (and Critical) Skill For Managers


Managers need to inculcate a lot of skills as they transition from contributors to leaders. However, there is one skill that is usually overlooked – the ability to praise. This is a critical area that all managers should master.

Giving praise is directly aligned to goal achievement and core values. It encourages positivity and better performance. Plus, it helps establish a rapport between the manager and those under him/her. A spirit of feedback and communication is formed which then establishes a foundation for many other conversations that improve performance.

So, how is it that you should go about praising others?

  • Be specific – Most of us have heard things like “Nice job!” or “Well done on that presentation!” Of course, such praise is all well and good but a better impact will be made if you are more specific, for example – “Your well researched report made my work much easier. Thank you.” When you tell the other person what exactly is it that he/she did well and how it had a positive effect, it take the praise to another level for the receiver.
  • Praise Often – This does not mean praising someone just like that but a sincerely doing it regularly. This way they will quickly learn what is important to you. As you keep on telling them every few days what they did well, the more they will learn to focus on that and try to make it better and
  • Show through actions – Now, praise does not always have to be verbal. You can show your appreciation through actions as well. For example, you can ask the person to mentor a new employee. This shows that you value his/her work ethic and consider them responsible enough to teach someone. Mixing verbal praise with actions is a great way to go.
  • Praise appropriately – Everyone loves getting commended, however, some may prefer a public display while others would rather receive it in private and so on. As a manager you have to decide which way is appropriate according to personality type. You need to adopt an approach that is more meaningful to them.
  • Do it at the right time – Praise has a limited “best before” date. Don’t delay its such as waiting till a performance review time. When you see something that is worthy of praise, do it promptly. Basically, the sooner the better.
  • Be direct – When you decide to praise someone, do not combine it with anything else such as a conversation about business matters or other projects. Just deliver the praise and do not add anything else as this is something that deserves its own moment.

P:S – LinkedIn Profile Re-written for Vice President of Sales: Click on the image to view Alan’s FULL branded LinkedIn Profile:


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