Praising Employees is Overrated!

Cathie Leimbach • September 10, 2020

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Are you a leader who believes that ‘no news is good news’? Perhaps you figure that there is no reason to comment on an employee’s work if you have no major complaints. After all, they are doing their job, right?


I used to be a member of this camp, but luckily, I changed my thinking. I was sure each of my team members knew when they were doing a good job and there was no reason for me to confirm or acknowledge. Then, thankfully, a few of my business friends told me that I was being perceived as caring only about getting things done without investing in relationships with team members. Even though I’ve always thought people mattered, I wasn’t showing it. I also discovered I was not alone in my management style. In fact, lack of praise and the impact on employee performance is a serious problem.


Here is the conundrum. Research shows that 85% of employees say that FEELing valued and appreciated is the most important factor in them liking their job. Yet, only 17% of people FEEL valued at work. That means that almost two-thirds of employees (maybe even yours) aren’t happy with their job because they don’t FEEL valued and appreciated at work.


And guess what? That leads to higher turnover and lower productivity. No great surprise, the research also shows that the most important workplace relationship is that between an employee and their supervisor.


Providing positive feedback may seem like a lot of effort, especially if you supervise a lot of people. It does take time, however, it takes much less time than dealing with staff turnover. And, having engaged and productive employees results in a stronger bottom line as well. Starting a habit of regularly praising your team members involves just a few simple steps. 


The Results of Praising Employees

In case you still aren’t convinced, the numbers are compelling. Research shows that praising employees:

·        Increases productivity 10%-20%.

·        Decreases turnover by 65% reducing the need for hiring, onboarding, and new employee training. That leads to cost savings and increased efficiency.


The Process for Praising Employees

It makes good business sense to implement positive feedback loops for our employees. 


And it isn’t hard. Here is how you can start:


  • Catch each direct report doing something right at least once per week.


  • Immediately provide positive feedback by expressing your appreciation for their good work. Be specific about what they are doing well. (e.g. "It sounds like you had an upset customer on that call, yet you remained calm, listened patiently, and repeated back what you heard to confirm whether you understood them correctly. Thank you for paying attention to their concerns and finding a solution that meets their needs.") 


  • Tell them how their actions are beneficial. (e.g. "That’s how we retain valuable customers.")


Start providing positive feedback right away. Think about the specific actions or tasks that contribute most to high performance. Imagine if your employees do more of these, how it will impact the success of your company. And, then take action. Get started now. 


If you want more tips and strategies for motivating your employees, reach out and we can schedule a free consultation to talk about employee productivity in more detail.

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.
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