An effective performance appraisal is supposed to result in increased appreciation, increased trust, and increased support from one’s manager. However, the experience is often quite different for many employees, who may see less appreciation, less expressive managers, fewer meaningful check-ins, and even a sense of being ignored despite constant reassurance that their performance is exemplary.
While this situation may seem puzzling at first glance, it is important to know that there is a reason for it, according to workplace specialists.
According to the results published by Gallup, workers who receive recognition on a consistent basis are much more engaged, but few workers feel that they have been praised in the last week. Professionals argue that lack of praise usually occurs not because the performance has decreased, but due to irregular praise.
Sometimes, high-performing workers fall prey to their own efficiency and dependability.
While such behavior may come off as very unfeeling, in reality, it might just indicate how seriously management takes an employee.
Many leadership gurus would refer to this process as moving from validation to development. Such an attitude can be demonstrated through challenging ideas more frequently, engaging an employee in more demanding tasks, and providing less praise and more criticism.
In some instances, supervisors might fear being accused of favoring a certain employee too much. In other cases, insecurity might become an issue if a subordinate becomes more visible. Organizational scientists have long understood that performance reviews do not necessarily deal with just performance-related issues. Hierarchy, succession, and power may also come into play during such discussions.
When admiration turns into distance following increased visibility, workers might be responding to these dynamics.
Gallup studies indicate that feedback is sometimes less dependent on formal evaluation processes than on the ability of managers to provide ongoing dialogue.
This is crucial since most employees take the absence of communication personally. Reduced feedback does not automatically imply reduced confidence.
Sometimes these actions speak louder than words of appreciation. Where the absence of praise is coupled with exclusion, micromanaging, and even a dramatic loss of warmth, there may be something significant happening that deserves attention.
However, where the absence of praise is accompanied by increased responsibility, there may well be reason to feel encouraged.
A great performance review shouldn’t be the time when recognition stops. In some cases, a change in the manager’s behavior shows political motives or pressure on the employee. In other cases, it could show the expression of trust.
In any case, an employee learns something valuable from that behavior. What changes after praise might tell more about an organization than the praise itself.
While this situation may seem puzzling at first glance, it is important to know that there is a reason for it, according to workplace specialists.
Praise can decline when managers assume you need less support
Praise could disappear for one very basic reason. Managers can assume that their highly performing employees no longer need reinforcement. When a worker is recognized as dependable, managers tend to focus on problem areas or employees in trouble. Acknowledgment is always associated with the things that require improvement, rather than the things that work.According to the results published by Gallup, workers who receive recognition on a consistent basis are much more engaged, but few workers feel that they have been praised in the last week. Professionals argue that lack of praise usually occurs not because the performance has decreased, but due to irregular praise.
Sometimes, high-performing workers fall prey to their own efficiency and dependability.
A shift in behavior can sometimes signal rising expectations
A third possible reason why behaviors change post-glowing review is that there will be new expectations from the manager’s side. As soon as someone is considered high potential, discussions turn from being motivating to pushing people further and making them stretch their capabilities. What used to be praise might become more difficult tasks, tighter monitoring, or just a lack of external recognition.While such behavior may come off as very unfeeling, in reality, it might just indicate how seriously management takes an employee.
Many leadership gurus would refer to this process as moving from validation to development. Such an attitude can be demonstrated through challenging ideas more frequently, engaging an employee in more demanding tasks, and providing less praise and more criticism.
Image Credit: Employee stands amidst office chaos, his expression a quiet testament to the overwhelming daily grind, feeling unseen.
Sometimes praise disappears when politics enters the picture
Changes in behavior might also indicate organizational dynamics. Following a favorable evaluation, workers may come to be seen as potential candidates for promotions or leadership positions. From that point onward, supervisors might begin to withdraw either consciously or subconsciously.In some instances, supervisors might fear being accused of favoring a certain employee too much. In other cases, insecurity might become an issue if a subordinate becomes more visible. Organizational scientists have long understood that performance reviews do not necessarily deal with just performance-related issues. Hierarchy, succession, and power may also come into play during such discussions.
When admiration turns into distance following increased visibility, workers might be responding to these dynamics.
Silence can sometimes reveal a stressed manager, not a changed opinion
Not all shifts are strategic. The same manager, known for giving constant feedback and recognition, is consumed by issues like budgeting, restructuring, or just general exhaustion. This makes the employee feel that his boss’s sudden quietness is due to a lack of approval, whereas all it could really be is the manager being overwhelmed.Gallup studies indicate that feedback is sometimes less dependent on formal evaluation processes than on the ability of managers to provide ongoing dialogue.
This is crucial since most employees take the absence of communication personally. Reduced feedback does not automatically imply reduced confidence.
What employees should pay attention to
The absence of praise is secondary to what surrounds it. Are you still entrusted with critical tasks? Invited to participate in crucial meetings? Assigned to challenging projects? Asked for your opinions?Sometimes these actions speak louder than words of appreciation. Where the absence of praise is coupled with exclusion, micromanaging, and even a dramatic loss of warmth, there may be something significant happening that deserves attention.
However, where the absence of praise is accompanied by increased responsibility, there may well be reason to feel encouraged.
Recognition should not disappear after success
One of the most common mistakes, according to many experts, that managers make is assuming that top-performing individuals require less recognition. Recognition isn’t only about motivating underperforming employees; it is also necessary for keeping high performers engaged.A great performance review shouldn’t be the time when recognition stops. In some cases, a change in the manager’s behavior shows political motives or pressure on the employee. In other cases, it could show the expression of trust.
In any case, an employee learns something valuable from that behavior. What changes after praise might tell more about an organization than the praise itself.
