The Power of Positive Feedback

Recently, I spoke with a senior leader in a local government organization about the work I had been hired to do. At one point, the leader said, “I know you’ve likely heard this before, but I wanted to share why we hired you.”

They then offered some incredibly validating feedback, which I sincerely appreciated. But it also got me thinking: how often do we assume people have received positive feedback when, in reality, they haven’t?

This is a crucial topic for workplaces everywhere.

Since we work extensively with municipal clients, I’m writing this week’s post from their perspective. If you’re in another industry, adapt the examples to your world.

The Power of Feedback and Appreciation in Municipal Teams

Municipal employees are the backbone of civic life, whether keeping our streets clean, maintaining infrastructure, planning community development, or managing local finances.

They don’t just work for the community; they are the community.

But here’s the reality: motivation quietly erodes when people don’t see how their work matters or feel it goes unnoticed.

Recognition isn’t just a nice-to-have—it’s a leadership responsibility that fuels performance, morale, and trust.

The Research Speaks: Why Feedback Matters

A wealth of research underscores the impact of meaningful feedback and appreciation:

  • Gallup found that employees who receive regular recognition are five times more likely to be engaged at work, leading to greater productivity and loyalty.
  • The Journal of Applied Psychology reported that when employees understand how their work contributes to larger goals, their performance improves—especially in service-oriented roles like local government.
  • The OC Tanner Institute found that 79% of employees who quit cited a lack of appreciation as a key factor in their decision.

Many municipal employees aren’t just there for a paycheck.

I know this firsthand. I was one, and I have many colleagues in public service because they believe in building something meaningful for their neighbors and community.

Acknowledgment reinforces their value. They are vital contributors, not just cogs in a machine.

What Happens When Feedback Is Absent?

Without consistent, sincere feedback:

  • Team members feel invisible.
  • Confidence dips.
  • Initiative shrinks.
  • Trust in leadership diminishes.
  • Engagement drops, often silently, until it’s too late.

Over time, a culture of indifference sets in.

In local government, where public perception and bureaucratic constraints already create pressure, losing employees’ sense of purpose can be deeply damaging—not just for morale but also for outcomes.

Building a Culture of Recognition

As a team-building and leadership coach, I emphasize that appreciation doesn’t need to be grandiose.

But it must be specific, timely, and genuine.

  • Be specific: Instead of “Thanks for managing that meeting,” say, “I appreciated how you kept the discussion on track and made space for residents to feel heard. That’s leadership.”
  • Connect the dots: Help employees see their impact. “Your quick response to that water main break helped 200 homes avoid water loss overnight.”
  • Celebrate small wins: Not every success needs a public award. A personal note, a mention in a meeting, or a quick hallway comment can leave a lasting impact.
  • Model it consistently: Leaders who express appreciation create a ripple effect. The more you demonstrate it, the more it becomes part of team culture.

No matter the industry, every action has consequences.

When you acknowledge a team member’s contributions, you boost their morale and strengthen the entire engagement system. You send the message: “What you do matters. You matter.”

That’s leadership in action.

The Power of Telling People They Matter

Our natural inclination is to assume the worst without clear feedback. When we don’t hear recognition, we often fill in the blanks with negative assumptions.

From personal experience and our work with employers, I can tell you that the one action guaranteed to improve someone’s work experience immediately is telling them—specifically and sincerely—how much you appreciate what they do.

So, don’t assume people already know their impact.

Tell them. And keep telling them.