Do you remember the last time somebody complimented you or pointed out one of your strengths or successes? It took a long time to come down from that “natural high,” didn’t it?

Remembering how good that felt, we can quickly see the importance of giving our team members and colleagues the added boost that comes with pointing out a strong performance or good works. It’s a great motivator, no doubt.

I’d like to encourage you, as a leader, to: a) Find what’s right with your people, and b) Verbalize it!

I know….that sounds oversimplified. And to some it comes easier than to others. You don’t want to sound “forced.” And when it comes to feedback, cookie cutter JUST DOESN’T CUT IT.

That said, here are four key components to encouraging your employees in a way that really makes a difference – for them and the whole team:

1. Be specific. Surely you can think of an action that stands out (in a good way) for each of your employees? Point out that specific example of top-notch performance. Doing so goes the distance, in a way that a generic notecard sent to each employee can’t.
2. Mind Your Method. Just as compliments or words of encouragement are not “one-size-fits-all”, how that message is delivered should take the recipient of the message into account. Think of it this way: Would “Joe” your quiet worker bee really appreciate your blasting a “Great Job” email about him across the entire organization en masse? We all communicate differently. Some, like Joe, would be embarrassed, and would much prefer your taking them aside for a quick one-on-one chat or a quick note. On the flipside, some of us are more flashy. We not only don’t mind that everyone in the org knows what a great job we did, but we thrive off of it. Tailor to the person at the receiving end.
3. Sincerity counts. Big time. People sense disingenuous messages. It really doesn’t matter so much if you’re just doing a low-key fist-bump or even a simple text message, as long as your compliment or words of encouragement come from the heart.
4. No Time Like the Present. Don’t wait two weeks after the event or good work that necessitated the compliment has occurred. You’ll be wasting your breath or time, because your associate will a) forget about what they did that was so great in the first place (!) b) see your “compliment” as insincere (see #3) or, even worse, view it with suspicion (Why is he/she reaching out to me now?! What’s in it for him/her?!).

After you shut of your computer, and before you grab your coat and keys, ask yourself this as you leave the office each night: “Who was a rock star today?” “Who do I need to thank tomorrow?” Encouraging others is a habit of successful leaders.