What is praise? According to Merriam-Webster, it means “to express a favorable judgment of someone.”
Everyone wants to be appreciated and recognized. Praise is one way to show someone they’re doing well. It also feels rewarding for both the giver and the receiver.
However, praise can’t be overused.
Praise is short-lived—it happens in the moment and then fades. While it can make us feel valued, that feeling often disappears unless reinforced. To be effective, praise needs to be used thoughtfully. Too much of it feels insincere. Too little, and people may begin to doubt themselves.
Praise shouldn’t be meaningless—it should be authentic and specific. While we often focus on individuals’ achievements, it’s even more important to recognize their effort and perseverance.
Psychologist Carol Dweck’s research on children supports this. She discovered that praising innate traits like intelligence or talent made children less persistent, confident, and resilient.
Timing also matters. Some people prefer private praise, while others thrive on public recognition. That’s why it’s important to understand your team members—what inspires them, and how they best receive feedback.
Praise should also stand on its own—not be used to cushion criticism. Timing is everything, and it’s important to remember that confidence isn’t built through external validation. As noted by Dr. Becky Kennedy in Good Inside “confidence cannot be built from external validation or praise.”
Praise can be especially meaningful when someone has worked hard, shown kindness, or is going through a tough time. In those moments, a few thoughtful words can turn someone’s day around.
When used correctly, praise is helpful—but it’s also temporary. For lasting growth, encourage, coach, and lead. Giving praise is easy; leading is hard. Know when each is needed.
Take care.