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One key to organizational success:
Make praise a part of your plan

Through our experience and research, we at Ivy Sea know that small-business owners share common ground when it comes to employee issues, regardless of the industry. How do we know? Our own experience in running Ivy Sea, Inc.; our clients' and colleagues' experience; and more than seventy interviews and dialogues with small-business owners from throughout the United States "Big Vision, Small Business: The Four Keys to Finding Success & Satisfaction as a Lifestyle Entrepreneur" (August 2001, Ivy Sea Publishing), by Jamie S. Walters, Ivy Sea's founder.

Topics such as recruiting and retaining the ‘right fit’ employees, encouraging employees to take emotional interest in the business, effectively communicating the vision in a way that fosters action and initiative, and reinforcing a unique culture are issues that crop up again and again.

Make praise a part of your leadership plan

Tips for spreading effective praise in your business

Additional Ivy Sea resources

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Make praise part of your leadership plan

While it’s not the magic bean, effective praise is one required element of any small business that wants to reduce the employee related stresses and strains that are inherent to a business-owner's world. Why? People need and like constructive feedback, and even if they say they don't, feedback helps individuals get clear about what's expected.

When done correctly and mindfully, praise helps communicate what is expected of employees, and increases an employee's commitment to his or her own growth, motivation and job. It can also help you focus on what skills, attitudes and actions you want taking root in your company culture, and puts the spotlight on what traits you want to emulate and demonstrate yourself.

Learning to give praise accomplishes several objectives. It’s a great way to improve dialogue between you and your employees, and it rewards behavior that you want to see repeated. From an employee's perspective, praise is motivating because it feels good to hear it and know he or she has hit the mark, and human nature being what it is, everyone wants more of a good thing.

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Tips for spreading effective praise in your organization:

Start with an evaluation. Set aside time to assess what you’re doing well, and what needs an upgrade. Ask yourself questions such as: Do you remember to praise your employees regularly? If not, how do you deliver praise? Under what circumstances and through what means? If the answer is "not often," you may find that you don't express your positive feelings often enough, or, that your expectations and your employees’ performance are miles apart.

Make praise a part of your weekly to-do list. Look for unique reasons to offer unique praise to employees every week, as appropriate, rather than waiting for a performance review meeting or holiday. Impromptu praise (as long as it’s warranted) is much more effective and meaningful for employees.

Use technology (and other unique forums). Effective praise isn’t only reserved for note cards and meetings (although these are terrific approaches!). Rather than using technology only to assign tasks or provide updates, leave employees voicemail or e-mail messages praising them for a job well done. Technology can help make giving praise more regular because it’s so easy to use. Also, the immediacy of voicemail and e-mail helps reinforce great work right after its done — as opposed to a delayed response, which can weaken the link between the act and the praise.

Ask employees how they want to be recognized. You’ve probably found that some employees (personality types) sustain themselves and their morale by receiving praise, whereas other employees turn crimson when you praise them. Find out how and how often employees like to receive praise. Also, be sure to ask them why they prefer what they do; this information can help you determine their underlying motivations and goals — which can help you work with them to shape their roles and build their skills (another tip sheet all together!).

(Needless to say) Use rewards and incentives. According to the Motivational Manager, what you say to people right after they do something well is much more important than a paycheck later. The ratio of praise to criticism should be at least 4-to-1. Surprise lunches, note cards, recognition in the employee newsletter or bulletin board, and written feedback on submitted work are a few of the techniques that have helped small-business owners increase employee morale, provide quasi training and sculpt the organizational culture they’re shooting for.

Sell, don’t tell. The most effective leaders seldom issue commands. Instead they sell a course of action, and are far more likely to reward than to blast a curt "DO IT!" Some managers may argue that you have to be firm and in control; but whenever you give direct orders, you quickly maneuver yourself into having to punish someone to maintain your authority. Consider praising as a selling technique within your organization.

For more information about creating a culture of praise, read our companion article

Avoiding praise neglect

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Additional Ivy Sea resources