Public Praise vs Private Praise – Which Is More Effective?

In the conference room, the team leader spoke in front of everyone. "This project's success was thanks to Manager Kim. Everyone, please give a round of applause." Your face instantly reddened and you didn't know where to look. The praise was appreciated, but somehow felt burdensome and uncomfortable. On the other hand, when they quietly called you aside a few days ago and said "You worked hard, it really helped," you felt genuinely happy. Same praise, but why does it feel so different?

Many people have similar experiences. Public praise and private praise—both positive, but the feeling of receiving them is completely different.

Psychological Effects of Public Praise

Public praise is given in front of multiple people. It occurs in spaces where others are watching, such as conference rooms, group chats, or social media.

According to psychologist Abraham Maslow's hierarchy of needs, humans have esteem needs. We want recognition from others and to be considered socially valuable. Public praise powerfully fulfills this need.

Being praised in front of many people creates a feeling of elevated social status. The signal "This person is recognized" is transmitted within the group, which has the effect of raising self-esteem. Particularly in performance-oriented organizations or competitive environments, public praise becomes a powerful motivational tool.

Side Effects of Public Praise

However, public praise is a double-edged sword. According to psychologist Mark Leary's research on self-consciousness, being the center of attention triggers psychological discomfort.

When receiving public praise, all eyes suddenly focus on you. At this moment, the thought "How are the people watching me evaluating me?" operates intensely. Particularly for people with tendencies to avoid self-disclosure or introverted personalities, public praise can feel like torture.

Anxieties follow: "I don't deserve this praise, am I being overestimated?", "Won't others be jealous of me?", "I'm burdened by having to produce similar results next time."

Competition and Jealousy Among Colleagues

Public praise can unintentionally create team conflict. According to psychologist Leon Festinger's social comparison theory, people constantly compare themselves to others.

When only one person receives public praise, other team members may feel "I wasn't recognized." Particularly if there's a colleague who thinks they contributed at a similar level, that person feels relative deprivation.

You may have witnessed how praising only one employee in a company lowers other employees' motivation. The praised person becomes isolated, and those not praised harbor resentment.

Cultural Differences and the Virtue of Modesty

According to psychologist Hazel Markus's cross-cultural research, public praise feels more burdensome in Eastern cultures than in Western ones.

In collectivist cultures like Korea, China, and Japan, not standing out and maintaining harmony are important values. Public praise is an act that highlights one individual from the group, so the receiver worries "Won't others feel uncomfortable if only I receive praise?"

In cultures that consider modesty a virtue, immediately denying praise is seen as polite. So receiving public praise creates a situation where you must say "No, no" or "It's thanks to others," which prevents genuinely accepting the praise.

The Power of Private Praise

Private praise is given in one-on-one situations. It's delivered in quiet spaces or through personal messages.

The biggest advantage of private praise is authenticity. Praising in a situation where others aren't watching signals it's not "praise for show." The receiver feels "This person is genuinely evaluating me."

According to psychologist Edward Deci's Self-Determination Theory, private praise strengthens intrinsic motivation. Because satisfaction and accomplishment from the work itself are emphasized, rather than showing off externally.

Specificity and Personalization

Private praise enables more specific and personalized feedback. Public praise must be brief, but private praise has fewer time constraints.

You can mention specific behaviors and processes like "The data analysis method you presented on page 3 was decisive in solving the problem" or "The empathy you showed when dealing with customers was impressive." This specificity increases praise authenticity and makes the receiver clearly understand what they did well.

Psychological Safety

Private praise provides psychological safety. It creates room to also discuss mistakes or areas for improvement.

You can deliver praise and constructive feedback together, like "Your presentation overall was good. Especially the data visualization was impressive, and if you prepare a bit more for Q&A next time, it'll be perfect." It's difficult to capture such nuance in public praise.

Limitations of Private Praise

Private praise also has disadvantages. The biggest limitation is lack of social recognition. No matter how much a supervisor praises one-on-one, if colleagues don't know, the organizational reputation boost effect is limited.

Particularly when recognition linked to promotion or rewards is needed, private praise alone may be insufficient. In organizations where transparency is important, questions like "Why was that person promoted?" may arise.

Also, private praise has weak diffusion power. If one person's good example isn't shared with the entire team, the learning effect decreases.

Optimal Choice by Situation

Ultimately, which is better between public and private praise depends on the situation and individual disposition.

Public praise is effective when: First, the receiver is extroverted and enjoys being the center of attention. Second, you want to emphasize behavior that serves as an example for the entire team. Third, the organizational culture openly recognizes individual achievements.

Private praise is effective when: First, the receiver is introverted or uncomfortable being the center of attention. Second, specific and in-depth feedback is needed. Third, you want to avoid team competition or jealousy. Fourth, you also want to mention mistakes or areas for improvement.

Daily Practice Methods

The best method is combining both. Publicly recognize important achievements, but deliver specific feedback and gratitude privately.

For example, briefly mention in a meeting "Manager Kim played a big role in this project's success," then in one-on-one conversation, specifically praise: "Particularly the A strategy you proposed was decisive. Your thoroughness also stood out in part B."

Observing the other person's disposition is also important. If someone's face reddens and they seem uncomfortable receiving public praise, it's better to praise them privately going forward. Conversely, if someone gains energy from public praise, it's effective to publicly recognize them whenever there's an opportunity.

Praise isn't simply saying nice words. Its effect varies tremendously depending on to whom, when, where, and how it's delivered. When you understand the characteristics of both public and private praise and choose according to situation and person, praise finally exerts real power. Even the same praise can become a key that opens the other person's heart just by changing the method.

This article is reference content based on general psychological information, and interpretations may vary depending on individual circumstances.