when team members feel strongly that they understand what’s expected of them, that they get to use their strengths frequently, that they will be recognized for great work, and that they’re constantly challenged to grow (that is, when they have high scores on the “Me” engagement questions we saw in chapter 1), then their team leader, independently and without knowing their engagement scores, will tend to give them a higher score on the first performance question—will tend, in other words, to go to them more often for excellent
