Tuesday, September 17, 2019
How Client Appreciation Emails Help Your Rating
Updated September 2026: in 2019 I described a demanding opportunity with a weekend-working delivery team, and the upside: their delivery partner wrote to my manager praising my support, which helped me get the top rating in my team. I have rewritten it into advice on how appreciation emails affect ratings, and how to earn and use them.
The opportunity was hard: constant presence on calls, weekend work and shifting representations. But I had worked with this team before, and their delivery partner took the time to email my manager about my effort. That note made my work visible across the team and, I believe, contributed to my top rating that year.
Do appreciation emails really affect ratings?
They often help, particularly in large IT services companies. Ratings are decided by managers comparing people, sometimes months after the work. A written note from a stakeholder is concrete evidence that is easy to cite in calibration discussions. It is not the only factor, but it is one of the most persuasive.
How do you earn them?
- Be reliable on the things the stakeholder cares about: deadlines, responsiveness and quality.
- Make their job easier: anticipate needs, flag risks early.
- Close well: a clean handover and a thank-you note at the end.
Is it acceptable to ask for one?
Yes, politely and after good work. "If the support was useful, a short note to my manager would really help at review time" is a reasonable request. Most stakeholders are happy to write one; they simply do not think of it unprompted.
What should you do when you receive one?
Thank the sender, save the email in a folder for your appraisal, and mention it in your self-assessment with the date and context. If it was sent only to you, forward it to your manager with a brief note.
Is a hard opportunity worth it for the recognition?
Sometimes. Demanding work with a supportive team can build your reputation faster than easy work. Be aware of the cost, though: sustained weekend work is not sustainable. Take the recognition, and use it to negotiate a more balanced next assignment.