From a conversation with Ellis Goff -

"The bottom line is that we are all just human."

We all know that discouragement can become corrosive. It stifles the willingness to work with enthusiasm. Self-confidence can weaken to the point where it has a slow-down effect on any action and in relationships with people.

"Praise helps people to feel like winners. "

Then they are willing again to take on some new challenges and risks. Acknowledgment of effort and accomplishment can successfully fight negative thoughts and feelings and prevent job burnout. "Too many leaders are being trained to view people in a fixed and objective way." Managers tend to think that change and improvement will only be activated by reemphasizing a fixed point of view and then pointing out deficiencies and errors. They think that the only way to grow people is by spotting the negatives and pushing their new disciplines. If this is the way managers continue to view their people, they'll soon be out of business as managers. Where's that old song ... "You gotta accentuate the positive!"

"I have always had a gut feeling for the need of appropriate recognition ..."

... and now that the Human Resource people and psychologists have done their research we know for a fact, that to the majority of workers, appreciation and acknowledgment rank in importance as high as salary or even fringe benefits. And when asked their reasons for leaving a job, the typical answer is that their work goes unappreciated -- praise and acknowledgment are not part of their work environment.

"We need to use praise to balance the intense work and high expectations we put on everyone at Apple."

We must develop sustained energy and a fearlessness that can support our capabilities and our ever increasing responsibilities. That energy comes in part from advanced learning at workshops, seminars and from experience, too. But I think that all people need to develop a new respect for acknowledging each other's accomplishments and ideas.

"It isn't a bad idea to start scheduling reminders for giving praise into our daily calendars."

It's just another way -- an important way -- to keep up individual productivity and preserve our marvelous team spirit.

"This newsletter has as one of its primary goals to find an expanded way to augment recognition throughout the S.W. area. To focus attention on some of the outstanding work and ideas being generated by the people in this area."

Recognition can highlight effort and accomplishment in a way that gives the reader an opportunity to imitate a successful idea. If we all learn from each others successes, we'll have so many things going right that mistakes need hardly be noticed.

"I hope that when people see an acknowledgment of a co-worker in this publication they'll echo the praise with a personal call or a note."
Nobody can tell me that they don't have enough time in any day to make a special effort to reward a fellow worker by saying something positive.

"People forget that recognition goes two ways."

I have noticed throughout the years that people who chronically complain of never being noticed or complimented are often the very same people who are stingy with their praise. And even those connecting lines on the corporate plan can move in two directions. Your managers and executives need and want praise. Yes, I enjoy it, too. No, I wouldn't mind being interrupted with a call or note that told me how much a new programs or idea was liked.

"I once heard someone say, 'Compliments will get you almost anything from me' and it had the ring of truth to it."

We all must humbly recognize how much we are affected by praise. Positive comments will get everyone a lot more on-the-job satisfaction and the net result is bottom line profits for the company, too.

"I hope we can start a new positive sound in our territory -- "
the loud music of praise and back-slapping -- a rhythm we can all dance to. 

"People seem to make complaints and negative comments in a noisier way than they give praise."

We have developed formal and super-efficient ways to deliver the comments on negative job performance. I think that some of these can be devastating although they are intended to grow people with the intention for continuing learning. But, face it, they hurt. 
"How about achieving a balance with informal praise on a daily basis."
It doesn't always have to come from the manager and it's not necessary to wait for the special pins and ceremonies. There's nothing to lose and everything to win.

"I wish everyone would give praise a new chance."