Modern Managers Want to Praise but Can't, Survey Reveals Harassment Concerns as a Major Barrier

Unipos, Inc., a company that solves organizational issues by drawing out the power of people and organizations, conducted a survey on 'appreciation' targeting 800 managers aged 30-69 nationwide (working in companies with 30 or more employees and having subordinates).

The survey found that while 73.3% believe 'appreciation from supervisors to subordinates is necessary,' 38.4% have 'had experiences where they wanted to show appreciation but did not.'
The reasons behind this reveal a reality of 'modern managers' inability to speak up,' stemming from concerns about harassment, generational gaps, and communication breakdowns.

Furthermore, it was found that about 40% of employees have considered changing jobs due to feeling 'unappreciated or not recognized.' The lack of sufficient appreciation led to comments such as 'it's hard to convey my efforts and struggles to others' and 'I feel a lack of interest or concern in me.'

Amid significant changes in work styles and values, managers face a dilemma of 'wanting to do good but being unable to say it,' while subordinates feel 'unseen.' This survey suggests the existence of an 'appreciation wall,' fueled by harassment concerns, generational gaps, and changes in the communication environment. This mutual misunderstanding may be a new management challenge in modern organizations.

## Survey Summary
- 73.3% of managers believe 'appreciation' is necessary, yet 38.4% have experience 'failing to show it.'
- The top reason for not showing appreciation was 'timing' (37.1%), with psychological hurdles like 'seeming condescending' also observed.
- Among those who feel appreciation has become 'more difficult,' 'concerns about harassment' (42.1%) were prominent.
- About 40% (39.6%) have considered changing jobs due to a 'lack of evaluation/appreciation.'
- Lack of appreciation leads to feelings that 'effort is not being conveyed' (24.5%) and 'a lack of interest' (18.5%).

## Conclusion
In this era of diverse communication, we are entering a transitional period where appreciation should be supported as an 'organizational system' rather than being 'left to individuals.'

## Detailed Survey Results

### Most managers recognize the need for 'appreciation'
A total of 73.3% answered 'necessary' to the question 'Do you think appreciation from supervisors to subordinates is necessary?' Expected effects included 'improved trust with subordinates' (36.9%) and 'a better team atmosphere' (35.5%).

### About 40% have 'wanted to but couldn't' show appreciation
38.4% of respondents have had an experience where they wanted to appreciate a subordinate but didn't. The most common reason was 'bad timing' (37.1%), but 'hesitation about how to say it,' such as 'seeming condescending' or 'not knowing what to say,' was also seen.

### Harassment concerns, generational gaps, and remote work are underlying factors
The most common reason 'appreciation has become more difficult with the times' was 'concern of it being perceived as harassment' (42.1%). This was followed by 'differences in values, generation, and communication styles with subordinates,' and 'a decrease in casual conversation due to remote work.' It's possible that individual experience and intuition are no longer sufficient to cope with the changes in work styles and values.

### About 40% have considered changing jobs due to 'lack of appreciation'
About 40% of respondents have considered changing jobs because they felt 'unappreciated or not recognized.' This suggests that feeling 'unseen' in one's efforts and struggles poses a retention risk.