They will reward individuals merely for doing what they are supposed to do. This diminishes the value of praise. Supervisors should maintain the standards of performance that are worthy of recognition and not minimize the desired effect by making it a common, easily attained reward. In many departments, negative criticism far outweighs recognition of positive performance. What supervisors must realize is that each is a necessary function and that they must strike a balance between criticizing negative performance and praising positive work.
Negative criticism attaches to an employee and stays with that individual.
Therefore, in striking a balance, supervisors need to make sure they bring closure to negative performance. Supervisors should not delay in giving employees negative criticizism when the work warrants it, but they should do so privately and in a positive manner. If done properly, even negative criticism can be productive and become a building block on which employees can grow. The act of praising individuals meets one of mankind's greatest needs. Not only must this need be met, but it also must be repeated and reinforced.