Compliments That Count - DETAILS, DETAILS, DETAILS

I submit that the main goal of praise is to reinforce this behavior - that is, encouraging people to continue to act in ways that lead to positive outcomes. As a boss or a person who has direct reports at work, it is often hard to know how to give good feedback during evaluations or throughout the year. If you are not clear about how and why someone you work with has done something good, it is more difficult for them to repeat that behavior. Therefore, it is important to avoid generalizations and be specific about their actions, not your feelings (for example - say you worked so hard on preparing that presentation or I could see how well you understand all the details of that problem). Zero in on areas your co-workers or direct reports can control - and improve - to reach their goals, including discipline and perseverance. This will encourage that same behavior to be repeated and likely improved upon! Additionally, if you report to someone at your job and have frequent evaluations, ask your boss to be specific. If they give you generalizations, like "way to go" ask them specifics - like what was the most important part of that project for you? Those questions let your boss know your are interested in doing a great job and continuing to do a good job in the future.