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The Benefits Of Peer-To-Peer Praise At Work

Published by on February 29, 2016

One of my biggest failures as a leader is making positive comments that encourage other people on an intentional ongoing basis. With performance metrics being driven more by collaborative relationships than directive responsibilities this is a fatal flaw that I must resolve. This HBR post takes the goal of praise and builds it into the ongoing organizational culture:

“In The Happiness Advantage, I describe an experience with a leader at a Fortune 100 company who told me, “We don’t need a happiness program, we pay people to be engaged.” This is a surprisingly common refrain from unenlightened leaders, an assumption based upon the belief that pay equals engagement.”

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“Dan led a workshop on “Reaching Your Potential” at our annual Utility Supply Management Alliance conference. Dan led the group through a very specific process on establishing specific goals, (personal, family and professional) and on how to develop a plan of execution and evaluation.

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