Needing constant praise for doing your job is like demanding a trophy for showing up to practice.
Don’t be ‘that guy.’
Don’t be ‘that gal.’
It shifts the focus from results to validation.
Worse, it turns the organization into a never-ending applause machine, exhausting everyone around you.
The best multifamily leaders don’t need a standing ovation for handling a resident complaint, leasing an apartment, or managing a team crisis.
They don’t crave gold stars for hitting goals—they just hit them.
Their motivation is internal.
They don’t drain the culture; they fuel it.
When external praise becomes oxygen, the workplace becomes transactional.
Every action hinges on recognition.
Every effort is measured by applause.
Over time, it breeds resentment.
No one wants to be constantly affirming someone who can’t stand on their own.
You operate differently.
Your fuel isn’t applause—it’s impact.
You take pride in their work because you know it matters.
You don’t seek validation; you create it by pushing the business forward.
Your energy comes from progress, not praise.
This doesn’t mean recognition isn’t important.
People, including you, need to feel valued.
But when appreciation turns into an expectation, it warps the culture.
The goal should be excellence, not approval.
Multifamily success is built on people who lead from within.
The moment you stop needing recognition, you start earning it.
“The applause fades. The impact lasts. Choose wisely.” — Mike Brewer