When people experience gratitude from their manager, they're more productive. And when teams believe that their colleagues respect and appreciate them, they perform better.
, or people’s tendency to overestimate how visible their emotions are to others, explains this: Managers incorrectly assumed employeesSecond, many managers reported that communicating appreciation seemed really complicated. Some had trouble balancing it with developmental feedback and feared sending mixed messages to employees. Some were concerned that their efforts to offer appreciation to all employees would be routinized and seen as impersonal and meaningless.
Meaningful expressions of appreciation were often described as timely, relevant, and sincere, and expressions that come off as hollow may actually be worse than no thanks at all. Managers also need to tread carefully when recognizing everyone on a team. Sometimes a group’s performance is not a reflection of equal contributions from all its members, and you run the risk of alienating high performers if everyone receives the same recognition.
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