My guess is we all have pet peeves about when people try to give us credit, compliments, or praise. I hate when it’s generic. I hate when it’s perfunctory. I hate when it’s, “Nice job!”

So, here’s a formula for making sure that you’re giving the most powerful praise, the most powerful compliments, the most powerful affirmations possible.

Make sure you’re giving a specific example. What was it you liked about the way they performed a task.

Make it specific, “I really liked the way you ____”, spell it out. Mention personal qualities about them. “That showed that you were resourceful.”  “That showed that you were conscientious.”

Yes it’s great to hear what we do well. But what is it about us that contributed to that? What do you like about who we are (not just what we do)?  So, I can couple a specific example with a personal quality and mention a resulting behaviour, “And as a result of what you did, I believe that customer is going to be with us for many years to come. Thank you. ”

By coupling those three components together, I’m going to be able to give credit to someone that will really make an impact, that will really be memorable, that will really stick to them.

We all run on that. Nobody I’ve ever met says, “Oh I get way too much praise in my work — way too many compliments.” No, it’s always the opposite.

And here’s a way to make sure as a leader, your compliments stick.

Categories: Communications

Tags: communications