When it comes to the praise and recognition, managers and their reports have two different opinions, as the former feels ample is being provided and the latter thinks it is absent. Any manager runs a risk of demotivating their employees by not showering enough praises. At the same time the question which we ask ourselves as a manager is, if it is possible to praise excessively and run a risk of sub-optimal performance. Usual answer to such questions lies in finding the right balance. According to Gallup data, the key to effective recognition is that it be honest and based
on outcomes that are measurable. They suggest that once every seven days is optimum.
“Once every seven days, all employees should be individually recognized or at least told that they have done a good job or that they have set a record. And you can never give too much recognition if it is honest and deserved.” - Rodd Wagner and James K. Harter, 12: The Elements of Great Managing
This is probably a good way to monitor that we do not miss on this crucial aspect. However, I am not convinced that the answer lies in the 'number of times'. I believe what counts is authenticity. A veracious praise once a month is more effective than four ritualistic praises. To implement this, a leader has to be genuinely interested in his/her people and be an intent observer to catch them doing the right things.
