Employees respond far more to praise for what they do well than they do to censure for what they've done poorly, psychologists say, but not all praise is created equal. Managers need to be prompt, regular, sincere -- and specific -- in their praise, experts say. "Recall a particular situation and describe a specific behavior; acknowledge the impact the behavior or action had on the group or the project or the action or on you," psychologist Wayne Nemeroff said.

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