Meta’s CTO just admitted employee morale is almost the worst it’s been in 20 years. The initial response to fixing morale? Better snacks.

To be fair, the company also discussed communication, career development, travel, events, and giving employees more ownership over their roles.

This is the leadership lesson we all need to hear.

* You cannot resolve a trust problem with perks.
* You cannot improve performance, morale, and motivation with snacks.
* You cannot eliminate burnout with better coffee.

And you cannot improve engagement with another social event if people still don’t know where they stand, what matters most, how success is being measured, are overwhelmed with all the changes and competing priorities, recent layoffs of their peers, or whether anyone in leadership is actually listening.

Morale isn’t created by what companies give people. Morale is created by how managers show up, lead, coach, and communicate.

✔️ Clear expectations.
✔️ Better questions.
✔️ Consistent coaching and unconditional support.
✔️ Honest conversations.
✔️ Honoring personal motivators and values.

They replace cookies with care and connection.

People do not disengage because the snack drawer is empty.

They disengage when they feel invisible, replaceable, confused, overmanaged, unfocused, disconnected, underdeveloped, or unsupported.

That’s the difference between extrinsic motivation and intrinsic motivation.

Perks may create temporary appreciation and move the needle conditionally, until the perk is gone, and performance and drive slip backwards.

When managers understand each person’s goals, values, priorities, purpose, and desired impact, then align them with clear performance expectations, they ignite internal motivation.

That’s what creates stronger engagement, trust, career fulfillment, and ownership by feeling like they’re making a difference in the work they do, without sacrificing their life and personal priorities.

This is why managers matter more than any engagement initiative because it’s the manager who is the engagement initiative and the morale builder.

A great manager does not wait for HR to launch another morale program.

They ask better questions.

The replace cookies with care.

They clarify expectations.

They remove obstacles.

They coach performance.

They reconnect people to what matters.

They create the conditions where people choose to engage.

That’s why perks don’t rebuild morale. Managers do.