(Nicolette) Derrick is a regional manager for a company that provides uniforms to organizations that provide uniforms for employees such as hotels, banks, etc. The company is also responsible for dry cleaning the uniforms. Derrick’s responsibilities also include office duties and ensuring  the fleet of company vans are running efficiently. Van drivers are considered the “heart” of this company since they are picking up and delivering the uniforms. Uniform sales have unfortunately decreased in Derrick’s company lately due to many agencies adopting a more “casual” dress code. As a result of this, raises and bonuses for van drivers and other employees have not been an option, causing some frustration. Derrick consults with the HR director, Madison, to seek instruction on how to better motivate employees since monetary motivation is not possible for the company. Madison informs Derrick that she and the CEO feel that praise is an excellent motivator. Madison then tells Derrick she will be sending instructions on how to praise employees in person and via e-mail. Though Derrick feels he already praises employees, he agrees to take a more systematic approach to doing so. Three different statements of praise are mentioned in this study. The first is to Courtney, a supervisor in the billing department. Derrick says the following, ““Courtney, it’s just great how you keep the money flowing into the company bank account. Without your efforts CUI would have to shut down” (DuBrin, 2019). Courtney responds with “thanks, have a great day.” The second praising statement is to Hector, a van driver. Derrick states, ““Top job. Without you making timely stops at your customers, we have no business” (DuBrin, 2019). Hector thanks Derrick and says he feels great making a contribution. Finally, Derrick approaches a sales manager, Katilin, and says “You’re doing great. It’s so much fun to be working with a cool and talented woman” (DuBrin, 2019). This confuses Kaitlin and she responds with “Good enough, whatever you think Derrick” (DuBrin, 2019). While these statements are all unique in nature, they are not necessarily the best motivators. 

Which statement of praise do you think was the least effective, and why?

I think the initial statement made to Courtney is the least effective. In his statement, Derrick does not comment on the job Courtney is doing, rather what she is doing to benefit the company’s bank account. To me, this is wildly inappropriate to say to an employee. If my manager were to make a comment to that effect, I would feel like a pawn only being used to make the agency money, not as a valuable and appreciated asset to my place of employment. Derrick does briefly mention Courtney’s “efforts” and says without them the company would “shut down” but after the first half of his comment, this second half is null and void in my mind. Again, this is no way to make someone feel appreciated and it certainly wouldn’t be motivating. 

Which statement of praise do you think was the most effective, and why?

The statement to Hector appeared to be the most effective and elicited the most warm response. Derrick’s comment made Hector smile and he stated that he was happy to be making a contribution. Derrick made a comment specific to Hector’s role and talked about WHY that role was valuable to the company. Derrick made sure Hector knew that without his efforts and timeliness, there would be no business. That’s a much better approach to making an employee feel appreciated and like they are making a difference in the company. 

How well is Derrick praising his workers? What advice can you offer him to be more effective in his praise?

Derrick is certainly making an effort to praise his employees and I appreciate that he is spreading the praise to several departments. This shows that he is making an attempt to make employees feel valued and implement this motivational tactic suggested by his HR supervisor. Derrick should cater his praising comments to the employee he’s giving them to. I also think he should be cautious not to overdo the praise as it would likely appear less genuine. Forming relationships with employees may also be beneficial in that it would give Derrick more personal things to praise people for, rather than making generalized comments. Finally, Derrick should take care to ensure comments are focused on extending genuine appreciation to employees if he truly wants to help motivate them. Even with the best praises, workers may still be looking for more of a reward for their dedicated efforts.