Although most great managers want to recognize their people, the challenge, which has only been made more difficult in the hybrid world, is finding meaningful things to recognize them for. The limitation to our typical approach to praise is that we can only recognize what we see, observe, or learn...
If HBR thinks this is important - shouldn't we take a step back and consider whether we are doing enough to recognize our employees?
"A recent study found that employees who reported that their managers were great at recognizing them were more than 40% more engaged than those with managers who were not."