Why people really need praise👏

Hello!

Ever heard anyone say (or even said it yourself), 

“I don’t really need praise,” or “You don’t need to praise me for just doing what I’m paid to do”?

Now, on one hand, I get it. We don’t all need lots of praise – we are definitely on a spectrum. 

But the evidence from all the data, and study after study, is that one of the things that makes us human is our need for connection and feedback. It gives us a sense of belonging; it helps us to flourish; we’re more innovative, healthier, and happier. Gallup’s studies show that it’s not uncommon for team members to feel that their best efforts are routinely ignored, let alone praised. This leads to the fact that those of us who do not feel adequately recognised are twice as likely to say they’ll quit in the next year. 

We need to know how we are doing, what we do best, how we are contributing, and what makes us unique. 

All of us.

Perhaps some of us don’t need it publicly, and we all need it to be authentic, but we all need it – in some shape or form.

Maybe a better word is that we want to be recognised.

The root of the word "recognise" is “to know again, to identify”. Real praise and recognition are rooted in a knowledge of who we are – not flimsy, catch-all comments that cover the whole team or group.

 We want to be seen for who we are and the value we bring, so we can do it again and grow from that place.

The best praise and recognition I’ve ever had has always been authentic, specific, and rooted in my strengths and talents. It has demonstrated that the person knows me, understands what I do best, and values the contribution I made. 

Being given praise like this is good for any of us.

In this episode (which is the first of two parts on the theme of praise), we’ll look at:

•  Why praise matters

•  The types of praise (including the unhelpful ones)

•  The reciprocity of praise

•  Why words like ‘amazing’ and ‘clever’ are less than ideal

•  What to do if nobody is doing it around you

Here’s a little checklist you can use when you’re about to praise or compliment someone:

•  Authentic – Why am I recognising this person?

•  Specific – What did I experience or observe? What strengths did I see in action?

•  Process – What did it take for them to do what they did?

•  Impact – How did their actions impact me or the team?

Here are some final thoughts for you to take into your day before I sign off:

1. Quote: “The happy phrasing of a compliment is one of the rarest gifts, and the happy delivery of it, another.” – Mark Twain

2. Stat: According to Gallup, only 1 in 3 workers strongly agree that they received praise or recognition in the last 7 days.

3. Question: Who could you praise or recognise today?

Love,

Hannah x