b.com (hons) Punjab University Jhelum campus Punjab.. Faizan Hussain Bhatti

1. PRAISING

2. WHAT IS PRAISING?
• Praising is to say something good about someone/something in
order to express favorable judgement or approval of something.
• Praise is an essential part of keeping people motivated and
engaged in their work, and it's also good for building good working
relationships with team members, customers, and colleagues.

3. WHY SHOULD WE GIVE PRAISE?
There are many reasons why you should regularly give praise.
• First, people who feel appreciated and respected are
more motivated than those who think their efforts go unnoticed.
They're more engaged in the work they do, and they're more
committed to their teams and organizations, because they know
that they're making a real difference. When you praise someone
else, not only does that person feel great, but it leads them to
want to experience that same feeling again. Giving praise boost
good working habits and behavior, both mentally and physically.

4. PURPOSE OF PRAISING
• 1. To motivate: when team members are performing well,
feedback can increase confidence and encourage them to continue
at that level of performance.
• 2. To correct: when team members are not performing as well as
you would like, feedback can help determine how to change and
improve their performance

5. PRAISING AS A MOTIVATIONAL TOOL
Motivational feedback:
• Feedback can be a simple yet powerful motivational tool. Just by praising
people for what they have done, leaders can have a desire effect on the task
given to their employs.
• Employs work more efficiently.
• Effective praising can force and motivate employs to listen to their boss and
show more interest in work or task which is assign to them, It’s the best
alternate of providing bonus for low budget firm.

6. PRAISING AS A CORRECTIVE TOOL
• Here are some tips to bear in mind when providing corrective feedback:
• Outline the performance area that needs attention and explain why the
existing performance is causing concern.
• Discuss and explore the reasons for the person's current performance, and
show that you clearly understand the situation.
• Ask if they have any suggestions on how to overcome any issues, and on ways
to improve performance.
• Ask what you can do to help.
• Agree a mutual action plan for you both to take forward, and set a definite
follow-up date.

7. EFFECTIVE PRAISING
To be effective, all feedback should be:
• Specific
• Descriptive and focused on actions not the person
• Honest and sincere
• Fair and accurate
• Future oriented - this is particularly important for corrective
. feedback

8. BENEFITS OF PRAISING
For example, it:
• Improves performance
• Helps motivation
• Boosts confidence
• Develops skills and understanding
• Shows people you value them

9. PRAISING FOR LEADERSHIP AND MANAGEMENT
ACTIVITIES
It is critical when:
• Providing coaching support.
• Conducting performance management reviews and appraisals.
• Engaging in more general, one-to-one discussions.
• Reviewing how well a delegated activity is progressing.
• Handling conflict.
• Facilitating.

10. GIVING PRAISE IN DIFFERENT CULTURES
Keep in mind that giving praise publicly or regularly might be frowned upon in some cultures.
United states of America
• then giving praise is an important part of building good working relationships with a team.
Germany
• Then you could lose trust with your team by giving too much praise.
• If you're managing people from different backgrounds, make sure that you're aware of
cultural norms, and be sensitive to these preferences

11. OBSTACLES WITH PRAISE
Some people find it very difficult to give compliments.
• For instance,
• If they were raised in an environment where giving praise
wasn't the norm, it might not occur to them to praise
people. Other people feel uncomfortable giving praise,
because they have low self-esteem, or because it makes
them feel embarrassed.

12. HOW TO OVERCOME
Steps to overcome it:
• If you're simply not used to giving others praise, set a goal to recognize
someone's good work at least once each day.
• Keep your eyes open for opportunities to show this appreciation.
• You can also adjust your work habits so that you're in a better position to
touch base with colleagues and team members.
• Practice management by walking around Add to My Personal Learning Plan,
or start eating lunch in the break room instead of at your desk.
• Remember that you don't have to be face-to-face with someone to praise
good work; you can send an email, call the person, or even praise her hard
work to others when the person isn't around.