3 Mistakes That Turn Praise into Entitlement
Giving my employees too much recognition and praise… can it cause entitlement?
Ever wondered if too much praise can cause entitlement? Turns out, it can, but not in the way you might think. Let's break it down into three simple mistakes with examples that, if we're not careful, can turn good praise into a not-so-good entitlement situation.
1. False Praise: When Good Intentions Go Wrong
Imagine you just finished a group project, and everyone worked hard to contribute. Your teacher stands up and says, "Wow, everyone did an amazing job!" But deep down, you know one person didn't do much. That's false praise. It's like getting credit for something you didn't do. Instead, praise should be specific and based on what each person accomplished.
False praise can lead to entitlement because it creates an unrealistic perception of one's abilities. In the group project scenario, when undeserving praise is given to a team member who didn't contribute much, they may start expecting commendation regardless of their actual performance. This false sense of accomplishment can foster entitlement, as the individual begins to believe they deserve praise irrespective of their contributions, undermining the authentic acknowledgment of real achievements.
2. Ignoring Problems: The Hazard of Overlooking Mistakes
Picture this: You're on a sports team, and your coach always cheers you on, saying how fantastic you are. But here's the catch—nobody ever talks about the mistakes made during the game. It's like pretending they didn't happen. That's a mistake! Praise is great, but it needs to come with some feedback about what went wrong, so everyone can improve.
Ignoring mistakes can fuel entitlement by fostering a sense of invincibility. In the sports team scenario, when the coach consistently praises performance without addressing mistakes, players may develop the belief that they are flawless. This lack of acknowledgment of areas for improvement can create a mindset where players feel entitled to continuous praise, thinking they are beyond reproach. Without constructive feedback, they may resist criticism, hindering their growth and fostering a sense of entitlement.
3. Hiring Individuals with Egos: The Entitlement Time Bomb
Imagine you're working on a school project, and there's one person who insists their ideas are the best and doesn't want to listen to anyone else. They act like they know everything and don't need help. That's having a big ego. When leaders hire people like that, it can cause problems because the focus is on them, not the team. It's important to choose team players who are humble, ready to learn from others and work together.
Hiring individuals with big egos can lead to entitlement by reinforcing a self-centered mindset. In the school project example, when a team member insists on their ideas and rejects input, they may feel entitled to have their way. This attitude undermines collaborative efforts, as the focus shifts from team success to individual superiority. The sense of entitlement arises when team members with big egos believe they deserve special treatment and recognition, irrespective of their impact on the overall team dynamic.
Finding the Right Balance for a Happy Workplace
So, here's the deal: praise is awesome, but we need to be smart about it. Avoid fake compliments, address mistakes, and pick team players who know how to work together. That way, praise becomes a superpower that helps everyone grow and feel good about their accomplishments. It's all about finding that perfect balance between saying "great job" and making sure we keep improving.
In a nutshell, praise is fantastic when it's real and tied to our actual efforts. By avoiding these three mistakes, we make sure that compliments stay awesome without accidentally making us feel entitled. It's like keeping the good vibes going while making sure we're always getting better!
