[madamelic]

Every time this is posted, I go against the grain and agree with something like this.

I think having general principles written down and available for your team or especially your manager is good.

- How do I like praise?

- How do I like criticism?

- What makes me feel appreciated?

etc.

Your manager's job should be to keep you happy and productive. Knowing what makes you productive and happy at a company is their job.

Maybe I am just a weirdo Millenial who hates corporate places but if my manager or colleagues laughed at this or anything in that sort, I would leave since that signals a poor environment that is not about teamwork and being caring of others.

[AlwaysRock]

As a former manager I felt like the first 90 days, even as long as the first 6 months, after onboarding a new employee was spent trying to figure out what motivates them, how to communicate with them effectively. One of the hardest parts of manager is managing someone who likes their praise/criticism presented in a drastically different way than you.

Most managers I've had in the past don't make the effort or make a pretty small effort to adjust based on the individual. I've spent a lot of time managing up in the past to mitigate this.

[bonoboTP]

I like my praise without the p.

[onei]

I enjoyed the wit of this but I think there's an important point. Employees provide a given amount of value to an employer and if they aren't recognising when that value increases, I'm sure someone else will. Words are nice, but money speaks more.

[AtlasBarfed]

Just seems like something from a far more ideal world that isn't cutthroat capitalism and information warfare.

This exposes way too much personal information.

For hiring it may flag HR paranoia.

The level of detail suggests self-awareness that psychology has shown to not exist in practically all people, or it will be a platform for career posturing like your resume and linked in.

So you're either lying to yourself, or lying to other people.