Beyond Platitudes: Elevating Year-End Reviews with Gratitude & Reflection
Photo by Courtney Hedger on Unsplash
During a recent coaching conversation, a client was sharing with me how they felt their year-end performance and evaluation discussion with their line manager fell short. She mentioned how superfluous it felt: being thanked for a job she was hired for. But what wasn't mentioned was the number of hours she spent away from her family on the road. The late night work sessions. The countless personal things she cancelled or pushed off due to the intensity of her role. Now in all fairness: she acknowledged that this is all par for the course in her line of work, so there is nothing abnormal about this within her company and the culture. But nevertheless, she still walked away from that meeting feeling empty, unappreciated and that it had been a missed opportunity for deeper connection.
This conversation made me reflect on what I think is a common gap in year-end reviews: the lack of meaningful acknowledgment for the full spectrum of contributions that go beyond job descriptions. It’s a reminder that year-end discussions shouldn’t just focus on metrics or surface-level gratitude—they should be an opportunity to deeply connect, recognize, and set the stage for a thriving year ahead.
The Power of Gratitude in Leadership
Research from Gallup shows that employees who feel appreciated are 63% more likely to stay with their current employer and exhibit a 21% increase in productivity. Similarly, a study published in the Journal of Business and Psychology (2021) found that leaders who consistently express gratitude foster a stronger sense of workplace well-being and loyalty within their teams.
Gratitude isn’t just a feel-good exercise; it’s a strategic tool for leadership. When team members’ contributions are acknowledged, they’re more likely to feel valued and invested in their work. This sense of belonging and recognition can have a ripple effect, enhancing team cohesion and performance. Bonus if the company’s core values are aligned with your own – then there’s a greater sense of purpose.
“Research from Gallup shows that employees who feel appreciated are 63% more likely to stay with their current employer and exhibit a 21% increase in productivity. ”
Celebrating Wins and Contributions
The end of the year is a natural time to reflect on both team accomplishments and individual achievements. Instead of glossing over successes, take time to:
Highlight team victories: What were the standout moments this year? Discuss how these wins align with the team’s overarching goals and values.
Recognize individual contributions: Go beyond general praise. Be specific about how each team member’s unique strengths and efforts contributed to the bigger picture.
Leadership Reflection for 2025
As a leader, incorporating gratitude into your daily interactions doesn’t just benefit your team—it’s a growth opportunity for you. Reflecting on how you’ve shown appreciation this year can reveal areas for development in the next.
Here are two prompts to guide your reflection:
How have I intentionally acknowledged my team members’ contributions this year? Consider both formal settings (meetings, reviews) and informal moments (quick thank-you notes, verbal acknowledgments).
What systems or habits can I put in place to consistently show gratitude in 2025? Think about integrating appreciation into weekly check-ins, team emails, or personal leadership rituals.
Taking Action
As you prepare for the new year, can you elevate your leadership through intentional acts of gratitude? Simple yet meaningful changes—like making gratitude a regular part of team culture—can transform your leadership impact and create a more loyal, engaged, and productive team.
By moving beyond platitudes, you not only honor your team’s hard work but also model the kind of reflective, growth-oriented leadership that inspires others to thrive. Let 2025 be the year you lead with gratitude—from the inside out.
Let’s Talk Leadership Development
Hi! I’m Carrie. I coach mid-to-senior level professionals — especially team leads stepping into larger leadership roles and parents returning after parental leave — who feel less confident transitioning from technical expertise to people management. Rather than “starting from scratch”, we’ll tap into your strengths, build your confidence, and help you lead with clarity and authenticity, both at work and at home.
If you're ready to enhance your leadership skills or help your team grow, let’s connect.