Maybe I Do Like Praise (But Only When It's Real)
Maybe I Do Like Praise (But Only When It's Real)
In the corporate world, I never needed praise. I didn’t crave it. I wasn’t chasing gold stars.
I knew I was doing a great job—and if I wasn’t? I just wanted someone to tell me. Directly. So I could fix it and move forward.
Simple.
But something has shifted since I started running my own business.
Now, as fractional HR, I find myself deeply moved by the feedback I receive. When clients go out of their way to thank me, to say how supported they feel, or to reflect on how far their workplace has come—it lands differently.
It feels real.
Not performance management.
Not team-building fluff.
Not “keep her happy so she keeps working 80 hours a week.”
Just genuine appreciation.
And wow—what a difference that makes.
The Hidden Truth Behind Corporate Praise
Let’s be honest: in the traditional workplace, praise is often strategic.
Sometimes it’s used to smooth over burnout.
Sometimes it’s a substitute for raises that never come.
Sometimes it’s just… performative.
It’s not that recognition isn’t important in the corporate world—it absolutely is. But when praise is used as a retention tool or morale patch, people sense it. And eventually, it stops meaning anything.
That’s probably why I never cared much for it back then. Because it wasn’t about me—it was about output.
Why Praise Feels Different Now
Now, when a business owner tells me they finally feel confident about their policies…
Or when an employee shares that they’ve never felt more heard in a meeting…
Or when a long-time client says, “We honestly wouldn’t have made it through this without you”—
It hits hard.
Not because I need validation. But because I know these people don’t have to say it. They’re not obligated to stroke egos or protect budgets. They could walk away at any time.
But they don’t.
They stay.
They trust me.
They see the work—and they say something.
That’s not ego fuel. That’s relationship-building. That’s truth.
What This Means for Your Workplace
This experience has taught me something I now carry into my client work:
Recognition doesn’t have to be constant—but it does have to be real.
So if you're in a leadership role, consider this:
🚫 Don’t reserve praise for annual reviews
🚫 Don’t use it to sugarcoat overwork or delay hard conversations
🚫 Don’t make it feel transactional
Instead:
✅ Recognize effort in real time
✅ Acknowledge impact, not just metrics
✅ Let people know you see them—and mean it
Because even the most independent, hard-working team members—like me—may not need praise to function.
But they’ll absolutely thrive when they know it's honest.
Final Thought
Maybe I’ve changed. Or maybe I’ve just come to value honest feedback—whether it’s tough truth or heartfelt praise—more than ever.
Turns out, it’s not about whether I like praise.
It’s about where it’s coming from.
Let’s Build Something Real
Ready to create a culture where recognition actually means something?
Whether your team is starved for honest feedback, stuck in performative praise cycles, or just struggling to communicate effectively—Purciarele Group can help.
🛠 From coaching and culture audits to HR strategy and policy redesign, we help businesses build workplaces where people feel seen, supported, and truly valued.
📅 Let’s talk. Schedule your complimentary consultation today.
💬 Honest feedback. Practical solutions. Zero fluff.
Click Here👉 Purciarele Group We love HR—so you don’t have to.
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