Praise is essentially just giving thanks. Positive feedback may be thankful, but more importantly it give context for why I'm thankful and encouragement to continue the behavior in the future. 1
Get to know your team members preferences for feedback contexts, so you can find the right time to give feedback.
My previous manager knew it would be most impactful to give feedback right away on how I could have presented better in a review or ran a meeting more effectively. But there is also the risk of not being in a mental space where I really hear the feedback. He would do a great job of stopping to first ask if I’m open to hearing feedback and then proceeding, which made me way more receptive to whatever came next 2
Denying or deflecting a compliment is rude. Accept it with thanks, even if you believe it is not deserved. 3
Your group can achieve great things way beyond your means simply by showing people that they are appreciated. 3
Part of feedback is just being appreciated or noticed for the work you put in. The receiver may know they are doing good work, but might not be aware that others see it. Receiving appreciation can push them to raise the bar even further.
Guarantee feedback by giving feedback. 4
Praise in public, criticize in private. (Exception for companies and people that are actively harming or misleading the vulnerable.) 4
I.e. [Consider the ratio](https://charity.wtf/2022/08/15/giving-good-feedback-consider-the-ratio/. As a manager you're probably giving feedback to multiple people, but for the receiver it's quite possible you're their sole feedbsck provider. If you're consecutively giving critical feedback it may lead to the receiver feeling a lack of appreciation, even if thats not how you as the provider view the situation.