Question

Instead of bothering to dispense praise whenever an employee does something observing of it, why not simply save up all such instances to convey in an outstanding performance evaluation?

Answer 1

This is an excellent question which most managers face when it comes to employee engagement & employee evaluations.

Should managers dispense praise whenever an employee does something amazing? Or should managers hold it till the performance evaluation?

We are today living in a world of instant gratification. This means that if we perform a task, we expect rewards immediately. The same holds true for our work. While we are paid to do our routine work, we as employees expect to be praised when we go beyond our regular call of duty.

When an employee goes beyond his/her regular list of tasks and does something great for the company, appreciating that employee or giving that employee a small reward/token of appreciation goes a great way in boosting that employee's morale. That reinforces the fact that the organization is watching what that employee has done for the company, and the organization recognizes the great work that the employee has done for the company. This goes a great deal in motivating the employee to repeat this behavior.

However, if we hold this appreciation till the performance cycle, this can result in dissatisfaction. The employee might be forced to think that the organization/manager did not really notice the work done by the employee. The reality is not such - the organization/manager did take note, however they are just holding it back till the appraisal cycle, which happens typically at the end of the year.

This is classic example of appreciation delayed is appreciation denied. This is the main reason why it is prudent for managers to ensure that their resources are appreciated for the good work the do, then and there. This ensures that they realize their work is being appreciated.