Employees respond far better to praise for what they do well than 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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