Why ‘Going Above and Beyond’ Fades: Jill Avey on Appreciation vs. Praise

In a recent LinkedIn post, Jill Avey discusses a critical, often overlooked, reason why high-performing employees may disengage: the absence of meaningful appreciation for their extra efforts.

Avey challenges the common assumption that employees who stop going the extra mile are simply tired. Instead, she suggests a more nuanced reality where the “extra” itself ceases to have impact.

“Sometimes they stop because the extra stopped meaning anything.”

This quiet shift, Avey explains, occurs when dedicated efforts—like late-night messages, volunteering for tasks, or proactively solving problems—go unnoticed, unacknowledged, and absent from decision-making discussions. She highlights that the initial motivation stems from care and a belief that the effort matters, but this wanes without validation.

The Silent Disengagement

Avey details the subtle yet significant changes that occur when effort is not recognized. The proactive employee, who once readily offered solutions and took initiative, begins to hold back.

As Jill Avey notes:

“The hand goes down.
The idea gets saved.
The extra hour goes somewhere else.”

She points out that this behavior is often misinterpreted by leadership as simple disengagement. However, Avey frames it as an internal process of reclaiming self-respect when one’s contributions are consistently invisible.

Appreciation: The Proof of Impact

A key distinction Avey makes is between praise and appreciation. While praise can be fleeting, appreciation, in her view, is concrete proof that an employee’s effort has been seen, valued, and has made a difference.

Understanding the Leader’s Blind Spot

Avey identifies a critical blind spot for leaders: failing to understand that appreciation is not merely about flattery. It is about validating the employee’s judgment and confirming that their willingness to invest additional effort was meaningful.

“Appreciation is proof that effort landed.
Proof that their judgment mattered.
Proof that the extra they gave was not invisible.”

According to Jill Avey, this proof is a powerful motivator. When employees feel genuinely appreciated—when they have evidence that their extra work had a tangible impact—they are more likely to continue exceeding expectations.

Jill Avey concludes that fostering a culture of genuine appreciation, where extra efforts are seen and acknowledged, is essential for retaining motivated employees and ensuring sustained high performance. This contrasts with a lack of recognition, which can quietly erode the commitment of even the most dedicated individuals.

The core message for leaders, as articulated by Avey, is to actively seek and provide evidence that employee efforts are landing and making a difference, thereby cultivating an environment where individuals feel valued and are motivated to continue contributing their best.