Praise deficiency. The power of a simple ‘Well done!’

Jess and her manager are completing the forms, now Jess’s probationary period is complete.
It’s widely regarded as having been successful by those around her; she’s made quite an impression on both the work and the team.
In the comment section, however, where the manager can highlight successes, she merely writes, ‘No concerns’.
This upsets Jess… though perhaps it does not surprise.
There is low morale and a high turnover in her team due to lack of support from the manager, who seems unable to praise others.
‘No concerns’ does feel like a slap in the face.
And then it gets worse.
‘Do you have anything you’d like to write?’ asks the manager.
‘I have nothing to say,’ replies Jess.
‘Perhaps you’d like to say something about how you’ve been managed?’ says the manager and her intentions are clear. She’s looking for praise from Jess.
She wants for herself what she won’t give to anyone else.
Specific praise for tasks well done is an important aspect of management.
In the response to traumatic incidents recently, we’ve heard the fire brigade and emergency services rightly lauded for jobs well, and often bravely, done.
But everyone needs praise for their work – cleaners, teachers, supermarket staff, receptionists, home helps, account managers, footballers, gardeners, floor tilers…everyone.
In our true story today, we discover a manager, (and she’s still out there) who sees her struggling staff as there to support her.
Vice versa would be the better way.
Starting with a simple ‘well done’.