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A very simple principle, yet so often forgotten.
Mohan, a young engineer told me that he was very upset with his boss. I could sense that something about his relationship with his boss had not gone right. “I am waiting for a chance when he has to come to me for something. I will show him then” he said. His sulking typifying the hurt he felt from within.
From subsequent conversation I realized Mohan was upset because his boss had yelled at him in front of 3 others. “I agree. That’s not good” I said “But when did this happen?” He glared as he recalled the incident. “2 years ago” he said darkly. Obviously the memory still rankled.
Some time later, he mentioned another point that had hurt him even more. “I understand that my boss has much more experience than me” he said ” I have much to learn from him. He could have called me separately and scolded me- if he had to. What I felt worse was that, of all people, he yelled at me in front of those two fellows – Naresh and Ram”
To him the last straw was being scolded in front of two others whom he felt were not as good as him.
I am sure his boss may not remember this incident at all. He is blissfully unaware of the adverse impact on this person.
A few weeks later, I met Mohan and made some general enquiries about his work. “ Did you say anything to my boss?” he asked. “ No, why?” I asked.
” I thought you may have told him something” he said. “ He called me yesterday to his cabin and actually said I had done a good job. The team was struggling with a problem. I came out with a solution that worked. I am really happy” he beamed.
Here we go again, I thought to myself. The boss had missed this one too. Here was an excellent opportunity to praise the young engineer in front of the team. To make it known that such behaviours were appreciated. That such ideas were welcomed. Instead he had praised him privately.
You might argue that praising in private is better than not praising at all ! I would agree. But think, how much more pleased the young engineer, (or you or me for that matter) would have felt had the boss praised in front of the entire team.
Simply stated: Praise in public! Criticize in Private !!
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People at Work & Play 
A very apt post. In the heat of running business, many many managers forget this simple rule of life. And the ones who are able to do this rise above the rest!
Su
I blog @ http://bangalorebuzzz.blogspot.com
I think there is a rule that precedes this one that says ‘never yell at your people’. Shouting at people is rarely an appropriate professional response.
I also think that ‘criticism’ rarely helps. However adjusting feedback, given professionally will usually move things in the right direction. There are occasions when feedback should be given in public. Indeed I would argue that this should be the norm. After all, making mistakes and getting feedback should just be an everyday part of the management process – not something to be hidden away behind closed doors.
Mike Chitty
http://www.progressivemanagersnetwork.co.uk
This principle works in education as well. A teacher should never criticize a student in front of the class, but should always take every opportunity available to praise the student in front of his or her peers. It not only boosts the student’s self esteem, but provides an excellent ‘teaching moment.’
You are absolutely right, Janie and thanks for your comment.
I’m having a hard time rationalizing praise public/critisize private with establishing transparent accountability. Seems that criticizing privately reduces accountability. Welcome any comments.
Thanks for an excellent observation. My take on this: praise in public and criticize in private doesn’t mean that we don’t talk of accountability in the open at all. Of course we do. I might tell the group, and I use your name only as an example. ” Rich and I have discussed all that’s happened. He admits he and his team, which is all of you, could have done better. We are discussing how to overcome the problems we have identified and shall keep you informed of relevant points.” Hope this helps…
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