Six rules for giving praise that actually works.
1. “Good job” isn’t good enough.
Good praise is specific and well-grounded.
“Your decision paper was very well argued.
The pros and cons were clearly laid out, and your recommendation was spot on.
Because of that, the team could move forward easily. Thank you!”
Specific praise shows you actually noticed what someone did — not just the outcome, but the thinking and effort behind it.
2. Make it personal.
Good praise connects action with emotion.
“Your work showed me I can rely on you.
Thanks for making sure I could walk into that meeting feeling calm and prepared — that meant a lot.”
The best praise says not just what someone did, but what it meant to you or the team.
3. “Good job, but…” is not praise.
Good praise is pure.
It doesn’t come in a feedback sandwich.
When you mix praise with critique, people only hear the “but.”
Keep the two separate — praise now, discuss improvements later.
“Good praise isn’t flattery. It’s clarity, attention, and timing – expressed with sincerity.”
4. Praise in private.
Public recognition sounds nice in theory, but in practice, it often backfires.
People feel exposed or compared.
My rule: Keep it 1:1.
That’s where you can go deeper — and where praise feels more genuine.
5. Don’t wait for the annual review.
Telling someone “Good job last year” is too little, too late.
Praise needs to be timely.
Say it when it’s fresh — when the moment still matters.
6. “Keep it up” isn’t enough forever.
At some point, good work deserves real reward — a new role, more responsibility, more money.
Praise should open doors, not just fill the silence.
In short
Good praise isn’t flattery.
It’s clarity, attention, and timing — expressed with sincerity.
Because work should feel good.
And when it does, people do their best work.