Cheer Your Champions

Do you like giving compliments to your employees, vendors, and co-workers, or does it bother you? 

Some people get very uncomfortable when they compliment another.  Maybe they wonder if the person might think they are “sucking up,” or maybe they think that by complimenting another, they have somehow given up some of their own power. Sometimes clients are afraid to tell a service provider, “Wow!  The team is doing a great job.”  Others compliment often.  I frequently wonder what factors contribute to these different management or motivation styles.

My guess as to why people are reluctant to compliment is that they are afraid it creates slackers.  They fear that if I tell you you’re doing great, maybe you’ll stop paying attention.  Maybe you’ll get a big head.  Maybe you will skate on the project, account or job.  In my opinion, this is an impoverished way to view relationships and people.   

I believe in being a cheerleader.  I believe in saying “please” and “thank you” and giving very public high-fives for a job well done.  I make sure to let the world know that I’m honored to be associated with someone who is choosing to share their talents with me—yes, even though I might be paying them to do so.  I encourage people to take credit for their accomplishments.  A little bragging can be a good thing.  In a receptive environment, it can be inspirational for one and all.  Plus I believe a healthy and sincere compliment policy is great for creating constructive competition. 

I often wonder why some clients or managers have adopted a style whereby they never compliment.  Why do they constantly focus on trying to find something going wrong—instead of everything, or at least something, that is going right?  Clearly it is a manager’s prerogative to manage in any way they want.  But didn’t they ever hear that expression:  You catch more flies with honey?  

I’ve observed both styles of management countless times in the 30-plus years I have owned businesses and plenty of time running The Investor Relations Group.  Both do create results.  However, I believe the one creates results because of fear of losing the client or job, and the other creates results because of a loyalty generated from praise.   Interestingly, praise creates an intense desire to not disappoint or fail.  I’ve seen this response many times.  I believe most people genuinely do want to deliver value—but when they know it is being recognized, it really seems to be a game changer that elevates success to new highs.  

Compliments are free and wonderful to receive when they are sincere and targeted.  The targeting is key:  It’s not, “you can talk about anything” but rather, “wow—that was a great speech.”  The specificity not only makes the recipient feel good, but it also lets them know that it is an area in which they are excelling.  

When operating a service business, it is your job to adapt to the management style of the client.  That said, it becomes that much more crucial to counter any potential negative messages with substantiated encouragement.  To lead your team, a good manager must become the “balance.”  Do your part to make sure that people get the credit they deserve with the client and with their team.  Act with integrity.  Don’t throw anybody under the bus when challenges arise.  Defend your team.  Guide them when they go off course.   But support them with your high standards.  

Compliment, and compliment often.  Encourage hard work and your team, co-workers, clients, vendors and all whom you work with in your broad constituency of partners will thrive.  I call it “business karma.”  Once you start recognizing the greatness in others, others tend to start to notice it in you…and on and on the cycle continues for the betterment of your business and life in general.