For busy managers, praise is often one of the first things to fall off the priority list. We totally get it\u2014there\u2019s always something that needs your attention, and taking the time to give specific and sincere praise doesn\u2019t usually feel like a Big Rock. And, like our relationships to feedback more broadly, how we feel about giving (and receiving!) praise is often connected to our upbringings, our work experiences and norms, and our overall communication styles.<\/p>\n\n\n\n
Still, we\u2019re here to tell you that it isn\u2019t just a nice-to-have. Praise is an important tool that can help managers develop and maintain staff, build relationships, foster belonging, and sharpen their communication skills.<\/p>\n\n\n\n
In our introduction of CSAW (Connect, Share, Ask, and Wrap up)<\/a>, our framework for giving feedback, we shared examples of how to use the tool for different types of feedback. While offering praise doesn\u2019t always have to be a full conversation (sometimes just using the \u201cS\u201d in CSAW will suffice!), using CSAW for praise can be a simple way to learn from what\u2019s working so that you can continue to do great work. Let\u2019s take a closer look at how CSAW can work with praise:<\/p>\n\n\n\n Learn how to activate your team\u2019s full potential<\/strong> by enrolling in our<\/em> Build an Empowered Team<\/a> and<\/em> Ace Performance Management<\/a> training packages! Gain the confidence and strategies you need to develop your team\u2019s skills, give better feedback, and create great team culture. Grab your spot today!<\/em><\/p>\n\n\n\n As with all feedback, it\u2019s more important that managers give praise regularly and thoughtfully than that it follows a format or structure every time. Use CSAW as a framework, but don\u2019t make it a production. The more you systematize it, the more natural it will become.<\/p>\n\n\n\n For managers who can\u2019t seem to find time for it, try any of these:<\/p>\n\n\n\n If giving praise doesn\u2019t come naturally and you\u2019re worried about coming across as insincere, you can do one of two things:<\/p>\n\n\n\n You can also start by using the mode of communication that comes most naturally, whether that\u2019s in writing or verbally. The point of giving praise is to make sure your staff (and colleagues) feel valued for their work and contributions to your team.<\/p>\n","protected":false},"excerpt":{"rendered":" Praise isn’t just a nice-to-have! Here are some tips for using our CSAW framework to give high-quality positive feedback.<\/p>\n","protected":false},"author":14,"featured_media":10397,"template":"","meta":{"_acf_changed":false,"om_disable_all_campaigns":false,"footnotes":""},"tags":[],"resource_types":[48],"topic":[41],"collection":[27],"class_list":["post-5289","resources","type-resources","status-publish","has-post-thumbnail","hentry","resource_types-article-publication","topic-investing-in-people","collection-feedback"],"acf":[],"yoast_head":"\nStep<\/th> Key Points<\/th> Example<\/th><\/tr><\/thead> Connect<\/strong> to get buy-in<\/td> Connect over a shared value, goal, or experience.
Be explicit that you have praise to share.<\/td>I know how important it is to both of us that this pilot is a success and I see how hard you\u2019ve been working on it.
Can I share some specific things I\u2019ve appreciated about your approach? <\/td><\/tr>Share<\/strong> your observations, the impact, and any requests.<\/td> Focus on the things that are in their control (behavior, not character!).
Connect their action to its impact on you, the team, and\/or the work.<\/td>You\u2019ve done a great job wrangling a bunch of stakeholders, getting them bought in, and moving forward without missing deadlines. I\u2019m thinking specifically about the way you handled the timeline disagreement by identifying a collaborative win-win approach.
Because you\u2019ve done such a great job representing us and building relationships with our coalition partners, they seem much more eager to work with us than they have in the past. Also, since I haven\u2019t had to be as hands-on as I expected, I\u2019ve been able to focus more on fundraising.
Please, keep bringing this level of coalition leadership!<\/td><\/tr>Ask <\/b>questions<\/td> Invite their self-reflection and probe their successes to identify the key conditions or actions that helped them exceed expectations.
Give them the opportunity to ask for help or support.<\/td>What made you approach it that way? What has been most helpful to you in getting this work done? What are you particularly proud of? What would you say are the top 1-2 things you did to make this a success?
Is there anything I could be doing to better support you? <\/td><\/tr>Wrap up<\/strong><\/b><\/td> Celebrate the success!<\/td> Keep up the great work!<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n \n
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