I ask people all the time, “How many of you are sick and tired of all the praisings you get at work?” I always get the same response—laughter. It’s sad how many managers spend their time pointing out things that are wrong with performance instead of catching people doing things right. That’s why Spencer Johnson and I encourage you to focus on the Second Secret of The New One Minute Manager®, One Minute Praisings.
After you have set clear goals with someone, it’s important to spend a good amount of time with that person to make sure they are set up for success. In fact, let people know you’re going to give them lots of feedback on their performance because you believe in their talent and you want them to be high performers. If they aren’t used to receiving much feedback it might seem confusing, but soon they’ll realize what a valuable tool it can be.
When you praise performance, remember to do it promptly and be specific about the behavior. Let the person know how you feel about their achievement and encourage them to keep up the good work. This is especially true when someone is working on a new skill or task, because praising will help build confidence. As people become more proficient, they will actually learn to praise themselves for a job well done.
Something to keep in mind: a One Minute Praising is not the same as flattery. It’s a statement that builds trust and improves communication because it’s based on facts and data. Saying “nice job” isn’t specific enough to build rapport. But if you say, “Sally, thank you for getting your monthly report to me on time. It provided accurate information and allowed me to meet my deadlines. Keep up the great work,” it clearly states your appreciation and will boost Sally’s morale. It will also help her realize she is an important member of the team and improve her productivity overall.
So spend a few minutes every day catching your people doing something right. It doesn’t take much time. Remember: the best minute of the day is the one you invest in your people.