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Chapter 16. Different Strokes for Differ... > Giving Recognition to Individuals - Pg. 200

Different Strokes for Different Folks 200 People need praise. If members do nothing that merits praise, assign them projects in which they can demonstrate success and then praise their accomplishments. But beware of overpraising. When you praise every little thing, you dilute the power of praise. Save it for significant improvements, exceptional accomplishments, and special efforts. 4. 5. 6. Ask for your team members' advice.Nothing is more flattering than to be asked for advice about how to handle a situation. This approach can backfire, though, if you don't take the advice. If you have to reject advice, ask people questions about their inadequate answers until they see the negative aspects and reject their own poor advice (see Chapter 4). Publicize praise.Just as a reprimand should always be given in private, praising should be done (whenever possible) in public. Sometimes the matter for which praise is given is a private issue, but it's more often appropriate to let your entire team in on the praise. If other team members are aware of the praise you give a colleague, it acts as an incentive for them to work for similar recognition. Give them something they can keep.Telling people that you appreciate what they've done is a great idea, but writing it is even more effective. The aura of oral praise fades away; an e- mail message, a letter, or even a brief note endures. Even if a tangible award such as cash, merchandise, or tickets to a show or sports event are given, it's worth spending a few more dollars to include a certificate or plaque. Employees love to hang these mementos in their cubicles or offices, over their workbenches, or in their homes. The cash gets spent, the mer- chandise wears out, the show becomes a long-past memory, but a certificate or plaque is a permanent reminder of the recognition. FYI