This is very astute. Not everyone likes getting praise in public settings or they might not want their micromanaging manager to know they helped you outside the scope of their work. You should be cognizant of when praise should be given (i.e. when is it appropriate) and in what context as mentioned in the article.
That said, if you aren’t thanking and praising your colleagues for doing good work - YTA of the team. If you are calling out your colleagues for doing bad work, or not the way you would do it work, you should try to rephrase into praise w/ direction. “I really liked how you tackled this, have you thought about this approach?” Instead of “Why didn’t you do it this way?”
*edit*
There’s a whole bunch of interesting information on why behavioral praise is better than outcome praise. Here’s a video about it I find sums it up perfectly (though it’s geared towards how it relates to children) https://youtu.be/59gx55bNunU
This is very astute. Not everyone likes getting praise in public settings or they might not want their micromanaging manager to know they helped you outside the scope of their work. You should be cognizant of when praise should be given (i.e. when is it appropriate) and in what context as mentioned in the article.
That said, if you aren’t thanking and praising your colleagues for doing good work - YTA of the team. If you are calling out your colleagues for doing bad work, or not the way you would do it work, you should try to rephrase into praise w/ direction. “I really liked how you tackled this, have you thought about this approach?” Instead of “Why didn’t you do it this way?”
*edit* There’s a whole bunch of interesting information on why behavioral praise is better than outcome praise. Here’s a video about it I find sums it up perfectly (though it’s geared towards how it relates to children) https://youtu.be/59gx55bNunU