What are the proper steps in praising somebody for their work, and why should this be done?

Praising somebody for their work is crucial to ensure that people understand their value in a company (and that an establishment recognizes their achievements). One of the powers an employer has that allows him or her to lead a company is the ability to provide benefits and rewards to staff members. This can serve as additional motivation for people when they perform their duties (for instance, a possibility of receiving a financial bonus can improve one’s commitment to tasks). However, if the practice is carried out inappropriately, a reverse effect will be in place. For example, if people witness someone received praise when the person did not work well, they will be demotivated and thus less willing to dedicate time and effort to accomplish tasks. Therefore, proper steps should be applied to identify who should be praised and which approach was utilized to identify an appropriate reward. A leader must understand that genuine achievements should be appreciated (for example, meeting a particular target or advising on how to improve operations). Praising people without a specific reason only to have a positive environment would not serve as motivation to be better at one’s job; thus, it should be avoided. The approach suggests that both praise and criticism should be constructive and highlight objective factors that contribute to a particular outcome.