I’d like to praise him, but…

I spoke with a manager recently about one her direct reports – a new hire who needs to make major improvements in his writing.  She described it this way:

“Jon just started in his new job a few months ago.  I’ve been really disappointed in his writing.  He needs to improve his ability to write persuasive, clear documents that make a strong business case.  We’ve discussed this goal, and he agrees.  Recently I’ve noticed that while his documents are still wordy and mostly unfocused, he’s getting better at writing the summary sections.  I’d like to praise him for that, but I’m concerned it will take his focus off the need for change since over all his writing is still not great.  Should I give him some positive feedback for this small improvement?”

While I understand the concern about diluting the importance of achieving the overall goal, my unequivocal answer was YES.  Praise for the small wins, the little improvements along the path.

Studies have found that if managers look for tasks at which an employee excels and respond with specific, timely praise, the employee will be energized.  If excellent performance is reinforced, it’s likely that the person’s work in related areas will improve.  

This “spill over effect” will help accomplish the bigger goal.  And the impact of praise is amplified if the individual is new to the job or task.

So while it’s important to continue discussing the larger goal and where improvements are needed, don’t allow the need for long-term change to obscure short-term achievements.  And watch the enthusiasm spill over!