You tell him he did well in front of the whole team. He goes red. He looks at the floor. He says it was nothing. For three days he avoids the room where it happened. This is Spotlight Avoidance. Public praise is not received as praise. It is received as exposure.
The praise was real. The delivery was wrong.
Practical Techniques
Praise him when no one else is listening
Find a moment when it is just the two of you.
Say: “I wanted to tell you that what you did there was good. It made a real difference.”
He can hear it without having to perform modesty at the same time. The message lands cleanly.
Talk about what happened, not who he is
“You’re so talented” produces deflection. “That report made the decision much easier for the client” produces a nod.
Focus on the work, the action, the result. That is harder to argue with than a judgment about his character.
Mention his contribution where he can hear it
Some people cannot take praise directly but can hear it secondhand.
Say to someone else, where he can hear: “She mentioned to me that your approach was exactly what they needed.”
He gets the information without being the center of attention. That is the combination that works for him.
Ask before any public acknowledgment
Check before you announce anything in a group.
Say: “I want to mention in the meeting what you did with the client. Is that all right with you?”
If he says no, respect that. Find a private channel instead.
Why This Works
Public praise puts him in a role he finds uncomfortable: the person being looked at. Private, specific, action-focused acknowledgment gives him the same information without the performance. He can take it in. He can say thank you. He can move on.
Watch What Works
Different people have different preferences. If a certain kind of recognition clearly makes him uncomfortable, stop using it. What you think someone “should” appreciate is less important than what they actually receive.