Catching someone doing things right is one of the most rewarding and enjoyable things a manager gets to do. It shows people that you’re paying attention, that their work matters to you, and most importantly, it shows that you care about them.
However, there are three times when it is not appropriate to praise someone. In fact, praising in any of these three instances will often end up doing more harm than good. In all three cases the deciding factor isn’t the situation, but instead, it’s the attitude of the manager.
When you don’t really know what’s going on. Offering general praise without any specific examples highlights the fact that you aren’t paying attention and you aren’t really sure what someone is working on. Instead of being a positive, this type of “you’re doing great” praise only serves as a reminder, and not a good one.
When you’re using praise…
View original post 241 more words