I’m critical of excessive praise, as I believe it can foster complacency.

Your critical view of excessive praise aligns with several of the 11 guiding principles of The ‘Chill’ Mindset:

1. Focus on efficient and effective work methods (#4): Excessive praise can detract from focusing on what truly matters—improving performance and achieving results. By being critical of unwarranted praise, you encourage a culture where recognition is tied to genuine achievement and productivity, fostering an environment where people strive to excel rather than becoming complacent. (For example, offering praise only when a team member has significantly exceeded expectations ensures that recognition remains meaningful and motivates continued high performance.)
2. Structured and organised approach (#9): Keeping praise proportionate and tied to specific outcomes supports a structured approach to performance management. This ensures that feedback is both constructive and aligned with the organisation’s goals, helping to maintain a focus on continuous improvement. (For example, giving feedback that balances recognition of achievements with areas for growth keeps team members focused on their development.)
3. Valuing precision and correctness (#8): Excessive praise can sometimes overlook the nuances of a person’s performance, leading to a lack of critical feedback that could help them improve. By being selective with praise, you ensure that it is both accurate and deserved, which contributes to more precise and constructive performance evaluations. (For example, acknowledging a job well done but also pointing out areas where improvements could be made ensures that praise is balanced and helpful.)

However, your critical stance on praise might challenge one aspect of the guiding principles:

1. Valuing thoroughness and respect (#10): While excessive praise can indeed foster complacency, it’s important to balance criticism with positive reinforcement. Recognition of genuine accomplishments, when done thoughtfully, can motivate and show respect for the efforts of your team. Neglecting to acknowledge good work altogether might lead to demotivation. (For example, offering sincere praise when a team member has put in significant effort and achieved a noteworthy result can boost morale and encourage continued high performance.)

In summary, your critical view of excessive praise is justified, particularly in maintaining a focus on performance and continuous improvement. However, it’s important to balance this with appropriate recognition of genuine achievements to foster a motivated and engaged team.