Praise or affirmation is often confused with feedback, but they can be quite different. Praise or affirmation is generally a statement meant to pick someone up or make them feel appreciated. Praise is often something like “Atta boy/girl!” or “Nice job!” Praise can be like the slap on the back that a coach gives a player in the midst of the game. There may be little time for anything else, but it is a bit of recognition. Praise can have more to it than just a simple affirmation statement, growing towards real feedback. Before it can be called feedback, however, it must have these three elements:

• Identify the specific action, behavior, event, or process.
• Describe the impact of the action.
• Set the expectations for future action, behavior, events, or processes as more of, less of, or keep on.

Surely there are times when a simple affirmation or “Attaboy!” is called for and is sufficient, just as the coach in the middle of a game. The danger comes when that is the extent of the recognition that is provided. One quick affirmation statement now and then when part of a context of clear communication and effective feedback is fine. Maybe two in a row is OK. But when that is all that is provided, those praise statements can soon be seen as empty. And when they are empty praise, they have no value. In fact, the habit of empty praise can soon become an anachronism or an irritant.

Empty praise as a habitual pattern communicates some mix of the following to the team member:

• You’re not noticing my contribution. If the praise is simply an “Attaboy!”, one must wonder whether there was any recognition of a certain behavior that is being called out. Or is it just words that are said out of habit and without meaning. Do you actually see me?
• You do not care about performance. If the praise is simply given in passing, it might not communicate the impact of the behavior, either personally or organizationally. Am I part of the team?
• You do not care about my development or growth. Real feedback is always focused on the future, providing guidance for both the performance and the development of the person. An empty bit of praise provides little in terms of direction. Do I have a future here?

Sometimes we can be in such a hurry that we rush past the need to communicate. Empty praise takes little time and little thought. Providing effective feedback is a form of strong communication and takes some effort. The result of providing effective feedback, however, is a stream of dividends.

Are you taking the time and making the effort to communicate and develop your team members?