Why “Good Job” Isn’t Good Enough: How to Praise with Purpose
How to Praise Your Team Without Losing Leadership Credibility
You’re not too nice. No, seriously, you’re not.
You just haven’t learned how to praise with power.
Most leaders mean well. They want to encourage their team, create positive momentum, and build morale.
But here’s what they don’t realize:
Praise, when done wrong, backfires.
When it’s vague, it lacks value.
When it’s overused, it’s useless.
When it’s withheld, it wounds.
And when it’s misapplied? It undermines your authority.
Let’s unpack that.
This Leadership Letter is for kind-hearted leaders in ministry, industry, and mission-driven organizations who want to affirm their people without losing their voice, credibility, or culture.
1. Why Praise Feels Risky for Leaders
Some leaders avoid praise altogether because they:
Don’t want to seem soft
Fear entitlement
Think “they should already know they’re doing a good job”
Others overpraise everything, hoping it will:
Keep everyone happy
Prevent burnout
Cover up a lack of real engagement
And then there’s the subtle fear:
“If I praise them too much, they’ll stop pushing.”
🚩Or even worse, this major red flag:
“If I praise them too much, they’ll ask for an increase in pay or request a promotion, so we don’t even evaluate our staff or their production.”
That’s not leadership. That’s insecurity wrapped in kindness.
Praise isn’t about pumping egos.
It’s about directing energy and reinforcing identity.
2. The Three Praise Pitfalls That Erode Culture
Let’s talk about where leaders go wrong with affirmation.
Pitfall #1: Generic Praise
“Great job!”
“Way to go!”
“You crushed it!”
These sound good. But over time, they say... nothing.
Why it’s a problem:
Generic praise doesn’t teach your team what matters. It lacks specificity, and eventually, it becomes background noise, like the kind I use to put my children to sleep at night (they’re 5 and 8 years old at the time I wrote this).
People don’t grow from compliments; they grow from clarity.
Pitfall #2: Overused Praise
If everyone gets praised for everything, the team stops trusting what you say.
Why it’s a problem:
You’ve removed the weight of affirmation. It’s no longer special. It’s expected. And expectations without effort lead to entitlement.
You’re not building confidence.
You’re creating co-dependence.
Pitfall #3: Withheld Praise
Leaders sometimes hold back praise to:
“Keep people humble”
“Not let it get to their head”
“Use it as leverage for motivation”
Why it’s a problem:
That’s not leadership. That’s emotional control.
When you withhold praise, you miss the opportunity to build identity, direction, and loyalty.
If God says “Well done,” why do we hesitate?
People feel safe
People feel seen
Communication becomes clear
Conflicts are handled with courage
Trust grows, even in hard seasons
3. A Better Way to Praise
Kind leaders don’t need to stop praising.
They need to start praising with purpose.
Here’s how to fix it.
Be Specific
Generic praise fuels insecurity.
Specific praise builds confidence.
Use this formula:
What they did + Why it matters + Who it impacted
Example:
“I noticed how you stayed calm and led with clarity during Sunday’s tech glitch. That steadiness helped the team stay focused, and the service continued smoothly. Well done.”
That’s not just encouragement. That’s leadership development (what most of our churches and organizations lack).
Be Strategic
Not every moment is a praise moment.
Ask yourself:
Does this affirm a core value?
Does this reinforce desired behavior?
Will this praise shape culture?
If the answer is yes, affirm it loud and clear.
If the answer is no, consider coaching instead of cheering.
Praise that’s timely and tied to values creates long-term momentum.
Be Sincere
People can smell fake encouragement a mile away.
If you’re praising out of obligation or to avoid conflict, it will backfire.
Speak from the heart. Use your own voice and your own words. Don’t overdo it. Sincere and simple.
Sometimes a quiet, heartfelt word means more than a public shoutout.
4. The Biblical Foundation of Praise in Leadership
Scripture is filled with God affirming people to form them, not flatter them.
God Praises Faithful Servants
“Well done, good and faithful servant…” (Matthew 25:21)
This praise wasn’t for flashy results; it was for faithful stewardship.
Jesus Affirms the Unseen
“Truly I tell you, this poor widow has put more into the treasury than all the others.” (Mark 12:43)
Jesus notices and names what culture often ignores.
Paul Builds Up with Words
Read any epistle. Paul constantly affirms the faith, character, and service of others:
“I thank my God every time I remember you…” (Philippians 1:3)
Praise, in a biblical sense, is never random. It’s intentional, formational, and rooted in identity.
5. How to Create a Culture of Praise That Works
You don’t need a new program.
You need a new perspective.
Do this:
1. Make praise part of your staff rhythm
Begin meetings with a quick “honor round.” Celebrate the wins. Affirm the people. Identify the impact.
2. Tie praise to values
Use phrases like:
“That showed our value of excellence.”
“You lived out our culture of hospitality today.”
It reinforces what matters. This is mission-critical.
3. Teach your team to praise each other
Praise shouldn’t just flow from the top.
It should circulate through the whole system.
When peers affirm each other, the culture grows stronger and healthier than a hierarchy.
Praise That Builds People
The goal isn’t to flatter people into liking you.
The goal is to form people into leaders.
Praise is a tool. Your tool.
Use it with a strategy.
Use it with sincerity.
Use it to shape what matters most.
You don’t need to stop saying “good job.”
You just need to say it with purpose.
Need help building a culture of encouragement?
I help pastors and church leaders apply these same principles in their context by designing strategies that work, implementing systems that last, and developing leaders who multiply.
Let’s work together to align your voice with your values.
Schedule a free discovery call today.
Visit ericvhampton.com to start the conversation.
See you next Saturday!
Eric V Hampton
Whenever you’re ready, there are 3 ways I can help you:
Pew Patterns. My new book helps leaders like you make sense of the shifting spiritual landscape and build churches where people don’t just attend… they belong.
The Healthy Church Leader Annual Review. My annual review guides you from celebration (remembering past wins) to expectation (planning future wins) as you pursue your Christ-centered mission.
The Real MVP. I wrote and designed this book to invest in your leadership. Become a person of mission, vision, and purpose in 60 minutes.