The power of a genuine compliment is under utilized. A well placed ‘job well done’ can go a long way boosting an employee’s confidence. Here is how to give an authentic compliment as a leader.
Authenticity is so important for leadership. This is how we build legitimacy and get followers. When we can praise the employees with authentic and specific compliments then we will give employees a boost, build rapport, and signal to the employee that this is what we approve of.
Think about how effective well placed authentic compliments are for your team and morale. Giving someone a genuine compliment takes such little effort on your part as a leader, and it makes people feel appreciated.
When you give hollow praise, it erodes trust. Hollow praise is like diet food substitutes – you get the point, but it still leaves you hungry and dissatisfied.
How to give an authentic compliment as a leader
Use their name
A quick psychological trick that signals to someone that you are worth their time and warms them up so that they are more likely to see themselves in a favorable light.
It also helps that when you say their name, it is less of a generic compliment because it is meant for them.
Specific
Compliments land better and feel more authentic when they are very specific, so pay attention. If you think about it, what kind of compliment would land better with you?
“That’s was a great report you submitted” OR
“That was a great report you submitted. I really liked that line you put about the unknown budgetary impact of recycling pick up”
Don’t compliment and run
For an added bonus of authenticity, stick around and ask a follow up question about their work, if applicable.
It adds more authenticity to your compliment if you show curiosity and ask follow up questions about how they conducted their research, arrived at a decision, or chose their graphics in a presentation.
Don’t offer a compliment with a ‘but’ statement
It’s not going to feel like a genuine compliment if you use the opportunity to also correct someone.
One time I was standing in the hallway with a peer from another department. One of their staff members went by and she called out to them they did a good job putting together the slide deck – but she would have used different colors on the charts.
The employee left and I called them out on the back-handed compliment. They seemed genuinely baffled – “but I said good job! They really did a good job”. But did the compliment land or did the employee focus on the criticism?
Compliments during a performance review
I have found that authentic compliments land better with the staff member in the moment, but the staff will also take them during a performance review!
Something about having the compliment in writing (and a potential bonus or raise attached to it) also works well. Remember to have specific examples of when the employee did a great job.
Read more about giving compliments and phrases to use for high performing employees during performance reviews.
When compliments go wrong
There is a theory that if you over-do it on the compliments that they start to seem less sincere. Another thought is that the employee thinks that their work is stellar and they do not work at improving.
When thinking about how to give an authentic compliment as a leader, remember to focus on the individual and what they specifically did to earn your praise. A well placed compliment is low effort for you and can mean the world to the employee.