Many managers struggle with the idea of singling out and praising a high performing team member. They may be concerned with being accused of showing favorites, or just feeling awkward about mentioning specific people when a team is supposed to be performing.
That’s a bunch of hogwash.
When a worker performs above an beyond, it is more than ok to acknowledge the results publicly.
Consider these points:
The rest of the team most likely already knows how that person performed.
Hearing individual praise can motivate others to seek similar notability in the future.
Specific praise motivates repeated success.
Acknowledgement let’s others know what performance is expected.
Here’s how:
Make sure the praise is specific.
Praise the work, not the person.
Praise as close to the success as feasible.
Just remember, giving praise costs you nothing, other than a small amount of time. Use it wisely and motivationally.
Single out a deserving recipient today!
