Did you know that more than a quarter of us (29%*) feel undervalued in our current role? It turns out that, in many cases, the simple act of a manager taking the opportunity to say ‘thank you’ could be enough to demonstrate value, keep them happier in their jobs and help retain good people.

But how do we go about it? Personally, I like a public display of gratitude, especially if clapping and cheering is involved, but the same isn’t true for everyone. I have a colleague who finds the whole concept of being thanked publicly so horrifying that she has raised it in her one-to-one.

This got me thinking about how different Team Roles say their thank yous…


You say thank you here and now, while it’s relevant. Job done. No big deal.

Top tip – think first. Is this really the time and place?

Monitor Evaluator

You most likely wait, consider whether gratitude is duly warranted, and then offer thanks in a dispassionate way – no emotion involved.

Something to consider – by taking time, have you lost the moment?


Hmm, maybe you were lost in your own thoughts and didn’t notice that thanks were needed?

Lightbulb moment – ask a trusted colleague to give you a ‘heads-up’ as to when you need to be more ‘in the moment’.


No doubt you’re a natural at this. You’re empathic and perceptive enough to ascertain what is needed – and when.

Just to note – don’t overdo the ‘thank yous’ – you don’t want them to lose their meaning.


You’re most likely to offer gratitude for help that coincides with what you’re interested in, or working on.

N.B. – to avoid being seen as insular, ensure that you recognise the importance of all contributions to the work at hand.


You’re adept at uncovering hidden talents in the team and getting the best out of people – this includes figuring out how they like to be thanked.

Top tip – don’t delegate the thank yous to your PA!

Resource Investigator

You’re likely to be effusive with your thanks – when you remember – and able to find just the right words to make people feel good about themselves.

Watch out, though – because of your natural enthusiasm, others may doubt your sincerity. Show that you mean what you say.


Drawn-out celebrations of achievements get in the way of getting things done, right? Much quicker to send a group email. Reply all was made for this.

N.B. – saying thanks isn’t about efficiency, it’s about recognition. Take the time to thank people individually and sincerely.

Completer Finisher

You probably spend time listing each person’s accomplishments in detail and embellishing the card you send.

Top tip – recognition is important, but others will be ready to move on to the next challenge. Don’t gild the lily!

Often, getting it right is simply a case of giving it a little thought and treating each person how they would like to be treated, not how we would like to be treated.

So go on, give us that warm and fuzzy feeling. What’s the best ‘thank you’ you’ve received, and why was it special to you?


* Research carried out by The Institute of Leadership and Management 

Get our latest thoughts and research straight to your inbox!

By submitting this form I understand that Belbin UK/Belbin Worldwide will share news and information with me via email. We will never share your details with third parties.

Find out Individual and Team strengths using Belbin Team Role Reports

Belbin Individual Reports

Before you can analyse your teams, you need to look at each individual's contribution. So, the first thing you will need to do is to generate a Belbin Individual Report for each member of the team.

Find out more

Belbin Team Reports

Whether you're forming a new team, introducing new people to an existing team, or trying to resolve issues within a team, a Belbin Team Report can help you to manage it.

Discover more

Working from home?

Finding out and using your Belbin Team Role strengths is critical when working remotely. Download our guides and articles to help you manage yourself and your teams.


Belbin Training and Workshops

Belbin Webinar Series

There is so much to be learned on the subject of teams. This is because not only is effective team work powerful, it is also rare. Join our webinar series to find out more.

Find out more

Remote Team Workshops

Now is a great time to spend time understanding how you work as a team. We can facilitate bespoke virtual Belbin workshops for you at all levels from board to new recruits.

Discover more

Online Belbin Accreditation

Belbin Team Role Accreditation is recommended for anyone who wants to use Belbin Team Roles to improve the performance of teams, and maximise working relationships.

Become Accredited