How Do You Give Praise Or Criticism?

After the delegation of the job, the team or individual should be busily engaged in completing it. Making sure the job is finished and executed successfully is still part of the delegation process. During this part of the job, you will be evaluating how it is going. You may want to give feedback, either positive or negative, to the team or individual. You should certainly give feedback at the end of the job.

Think about how you would feel if you had been doing a job for three days and you had no idea of how the boss thought you were doing. This is one of the major frustrations of people on all levels in organizations: “I am very rarely told how I am doing. I’d rather it was bad than not knowing where I stand.” How often have you felt that? Try not to let your team reach that viewpoint; give feedback on how they are doing.

Giving positive feedback
In particular, remember to give praise when it is due. Some managers even assume that since people are paid for doing their job they should not expect praise as well! In fact, giving praise where it is due is one of the most effective ways you can motivate people. The good motivator uses praise only when it has been earned. Praising merely to create a pleasant atmosphere simply cheapens it. Just saying “Well done!” is better than nothing, but you can make your praise even more effective by following the simple format below.

• Tips on praise
• When giving praise, stress the following:
• What was good about what someone did?
• Why it was good.
• What it says about the individual.
• The impact on the team/ organization.

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