Many people have criticized the dynamic of President Donald Trump’s Cabinet meetings, which have entailed members of the Trump administration heaping praise on the president with glowing tributes celebrating his second term in office.

During his Cabinet meeting on Wednesday, which focused on the president’s first 100 days in office, Trump was showered with compliments while he and members of the administration touted successes in his second term, which has been riddled with chaos and uncertainty. At one point, Vice President JD Vance referenced the portraits displayed in the Oval Office, saying that “most” of the presidents featured in the portraits have acted as “placeholders” instead of “men of action.”

“The reason the media attacks this administration as chaotic is because the president is solving the problems the American people set about to solve,” Vance said. “He’s actually doing the things that he promised he would do, and Mr. President, it’s been an honor to be a part of it for the past 100 days.”

Attorney General Pam Bondi followed Vance by addressing the president directly to say that his “first 100 days has far exceeded that of any other presidency in this country — ever.”

And Trump’s billionaire adviser Elon Musk, who’s preparing to wind down his role with the so-called Department of Government Efficiency, said on Wednesday that what’s been accomplished during Trump’s first 100 days is “more than any administration before, ever, period.”

People online criticized all the gushing remarks, with some describing the meeting as “cringey.” Others argued that it would be hard for anyone to easily perform at their job if they felt they had to praise their boss in such a lavish way.

“You can’t unsee cabinet meetings where everyone spends their time trying to one up each other in their praise for the president,” one person wrote on X, formerly Twitter.

But is this acceptable behavior in any other workplace outside the White House? Is it ever productive to create a work environment with such lavish praise for its leader?

Hallie Kritsas, a licensed mental health counselor and therapist with Thriveworks who specializes in self-esteem, workplace issues and anxiety, told HuffPost that while, in general, “praise can be a great thing and a useful tool to reinforce positive engagement,” it can also be seen as “a red flag if a manager or organizational leader receives direct and constant praise.”

“It can come across as superficial, forced and performative, and less genuine than intended,” she said.

Too much praise, with a lack of constructive criticism, can be a problem at any workplace.

Kritsas said that there can be a line where too much praise given to a manager in a work environment can prevent room for growth if there’s an absence of constructive criticism.

“If people feel that they cannot appropriately and safely express concerns with their leadership, the leadership cannot grow, change and evolve,” she said. “If speaking up with concerns makes someone the odd one out, it might make them less likely to speak up.”

Kritsas also emphasized that constant praise given to an employer or someone in leadership at an organization or company can be “inappropriate” due to the power dynamics in the relationship. “The leader should be praising their workers as well,” she added.

Krishna Powell, the founder of human capital consulting firm HR 4 Your Small Biz, said that there’s not necessarily anything wrong with leaders and managers receiving praise, since “leaders deserve praise when appropriate.”

But red flags are raised if an employee is ridiculed or ostracized for expressing criticism of leadership, or for providing constructive feedback, she explained to HuffPost.

An organization or company where leadership receives little to no constructive criticism can have “negative consequences,” Powell said.

“Criticism is not a bad thing if it helps a leader or organization become better,” she said, before later adding, “If a manager wants to improve, to go from good to great, then the manager must be able to take criticism and constructive feedback along with praise and accolades.”

And workplaces can foster an “unhealthy environment” if employees are not invited to express their concerns and are instead only encouraged to deliver praise to leadership.

Powell said that a workplace without constructive feedback runs the risk of having creativity and innovation hindered. “Groupthink becomes the norm,” she said.

Here are things you can do if you feel you can’t express concerns or criticisms to your boss.

Powell recommended that you write down your concerns and constructive feedback “in a clear and concise letter.”

“Send it via snail mail anonymously to leadership and/or Human Resources and wait 60-90 days to see if any changes occur,” she said. “Also, I would ask the employee to ask their coworkers what happened the last time someone shared their concerns with management.”

Kritsas said that if it’s possible, she’d recommend speaking to the human resources department if you feel you’re in an “unsafe situation and environment.”

“If not, I would encourage them to consider looking for a different work environment where they could feel safer,” she added.