In business as in life, praise is important. Praise is a sought-after  intangible ingredient by almost everybody. To many, it is like a felt need. It is a motivating factor where a person being praised for a job well-done or for a good behavior strives to perform better, to become more efficient and effective. That is why even in a business setting, praise is a tool used by managers to enhance productivity.

Yet there are ten situations where praise won’t motivate, as found out by authors Sam Deep and Lyle Sussman in their books “Smart Moves”. These situations are the following:

1. The receiver of praise doesn’t respect the giver.

2. The receiver doesn’t trust the giver’s motives. If the giver hasn’t historically been a “praiser”, the receiver maybe suspicious of such behavior.

3. Doing a good job isn’t important to the receiver (or to the giver).

4. The giver praises too lavishly. When laid on too thick, praise loses its power.

5. The giver praises too often. If you praise everyone, everyday, it would mean little.

6. The giver praises unwillingly and therefore insincerely.

7. The praise is qualified or even negated, often in the same breath.

8. Praise occurs in the wrong place. Some receivers will be embarrassed in public; others disappointed to receive praise privately. You’ve got to know how your receiver will respond.

9. The wrong behaviors are praised. Don’t praise performance the subordinate considers unexceptional.

10. Receivers are dissatisfied with the conditions of their employment. Praise may not be appreciated when employees feel underpaid, overworked, or mistreated.

As you can see, praising someone requires timing, done in the right situation and at the right time. In our human affairs, praise works best in a basically healthy relationships. In business, it works best in a good organizational climate.

But praise is not a substitute for fair play and decent treatment. Fairness, honesty and decency are still the best policy.