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Issue 4 > ASAP-cubed: how to give an effective praising.

ASAP-cubed: how to give an effective praising.

Bob Nelson offers an easy way to make your praise mean something.

In the workplace, praise is priceless… yet it costs nothing. In one recent poll, workers named a personal praising from their manager for doing a good job as the #1 most motivating incentive, yet almost 60 percent of employees say they seldom, if ever, receive such a praising from their manager.

Although giving an effective praising may seem like common sense, a lot of people have never learned how to do it. I suggest an acronym—ASAP-cubed—be used to remember the essential elements of a good praising. That is, praise should be given as soon, as sincere, as specific, as personal, as positive, and as proactive as possible.

As soon. Timing is very important when using positive reinforcement, according to extensive research on the topic. You need to give others praise as soon as the achievement is complete or the desired behavior is displayed. You might even interrupt someone who's in a meeting to provide a quick word of praise, until you are able to discuss the achievement with them at greater length.

As sincere. Words alone can fall flat if you are not sincere in why you are praising someone. You need to praise because you are truly appreciative and excited about the other person's success. Otherwise, it may come across as a manipulative tactic—something you are doing only when you want an employee to work late, for example.

As specific. Avoid generalities in favor of details of the achievement. 'You really turned that angry customer around—you let him unload all of his emotions and then focused on what you could do for him, not on what you could not do for him.'

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