Managers & Employees See Workplace Success Differently: What You Can Do

Managers and employees often share the same office space (or Zoom screen) but experience the workplace through very different lenses. SurveyMonkey’s 2025 Workplace Culture and Trends report shows just how wide that gap can be, especially when it comes to transparency, promotions, productivity, and motivation.

For employers, these disconnects aren’t just interesting statistics; they’re warning signs. When leaders and individual contributors (ICs) define success differently, trust erodes, morale dips, and turnover risk climbs. The good news? With intentional recognition and communication strategies, organizations can bridge these divides.

Do Employees and Leaders Agree on Transparency?

Not quite.

• Only 32% of ICs believe senior leadership would be fully transparent if asked about company strategy or finances.
• Meanwhile, 56% of leaders feel they already are transparent.

This “perception gap” can have real consequences. When employees feel out of the loop, they’re less likely to buy into company goals or see themselves as part of the bigger picture. Leaders, on the other hand, may assume they’re sharing enough — but if the message isn’t landing, it’s not building trust.

Employer takeaway: Transparency isn’t about how much leaders think they share; it’s about how much employees actually feel informed. Regular updates, open Q&As, and recognition that ties back to company strategy can help employees connect their contributions to broader goals.

What Do Workers Think Deserves a Promotion?

Perspectives differ significantly.

• 31% of ICs believe doing assigned work well should be enough to earn a promotion.
• Only 22% of leaders agree, with most expecting employees to go “above and beyond.”

This disconnect can leave employees frustrated. If they’re delivering on expectations consistently, but leaders only reward extra effort, promotions feel arbitrary. For leaders, promotions are often tied to broader contributions — innovation, leadership, or added responsibilities — which employees may not realize.

Employer takeaway: Recognition can fill the gap. By rewarding employees not just for extraordinary contributions but also for consistent excellence, leaders show that core work is valued, while still setting clear criteria for advancement.

What Are the Biggest Productivity Roadblocks?

It depends who you ask.

• Individual contributors cite burnout or low motivation (33%) and a lack of clear priorities (31%).
• Leaders point to unnecessary meetings (31%) and workplace distractions (30%).

This difference highlights two truths: employees often struggle with direction and energy, while leaders are more focused on efficiency at scale. Both are valid, but without alignment, the result is disengagement on one side and frustration on the other.

Employer takeaway: Clarifying goals and recognizing progress along the way helps employees stay focused and motivated. Meanwhile, leaders can address their own pain points, like excessive meetings, by modeling efficiency and respecting employee time.

What Motivates Leaders vs. Individual Contributors?

SurveyMonkey found striking differences in motivation:

• Individual contributors are driven by financial security (51%), recognition from others (44%), inspiring coworkers (44%), career growth (39%), and work-life balance (39%).
• Leaders are more motivated by influence, advancement, and organizational impact.

This shows why leaders and employees sometimes talk past each other. Leaders may assume employees care most about company impact, while employees are focused on personal recognition, stability, and balance.

Employer takeaway: Motivation isn’t one-size-fits-all. Recognition programs should reflect what actually drives ICs: consistent feedback, financial incentives like gift cards, and acknowledgment of work-life balance. At the same time, managers need recognition for their influence and leadership, ensuring alignment at every level.

How Can Employers Bridge the Gap?

1. Recognize everyday contributions
   Completing core responsibilities well should never go unnoticed. Frequent, visible recognition validates employees who consistently perform.
2. Offer equitable rewards
   Gift card incentives level the playing field, ensuring both ICs and leaders feel appreciated in meaningful ways. Flexible rewards like the Engage2Reward Choice Card make recognition tangible.
3. Clarify priorities
   Recognition tied to clear, measurable goals reinforces what matters most. This reduces ambiguity and gives employees direction while boosting motivation.
4. Facilitate transparency
   Leaders should use recognition moments as opportunities for communication. When managers connect feedback to company strategy, it reinforces openness and clarity.

What’s the Employer Takeaway?

Leaders and employees aren’t misaligned out of malice, they simply define success differently. Left unaddressed, these differences create distrust and disengagement. But with recognition and rewards that validate contributions, clarify expectations, and bridge communication gaps, employers can align leaders and employees around a shared vision of success.

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