This is such a great example of managing up positively and sharing your awareness of the contributions others are making in your team: thank you! When I've done this, unless I'm making a brief "Kudos!" statement, I try to keep in mind that the email or letter needs to be worthy of being included in someone's personnel file (we all get reviewed, and if we're looking for promotions or other opportunities, these are evidence of our influence and qualities). I also take time to think about how the person receiving the email typically receives communications (directly or through an assistant?) so that all the formalities are covered. Then, in the email, I like to be sure to organize my thoughts as if I were writing a short essay (thesis statements, examples, conclusion). The final email has more impact and carries more value for all concerned after this. Thanks again for sharing positive experiences. We have to do this even as we have negative and "learning" moments to share as well.

Maybe consider old school? Hand write a nice card and either put it on his / her desk or mail it with "personal and confidential".

I would say go for it....like all other commentators have mentioned, great leaders love to receive feedback - good, bad or ugly! In your case, this is good news which reflects great on the company's recruiting, on-boarding and decision making capabilities. I would also consider ccing HR. I have been in HR for over 17 years and we always like to know when things to right not just when things go bad. Good luck and let us know what your CEO's response was if you choose to send the feedback.

Yes, absolutely write this letter. Humans spend too much time complaining and not enough time acknowledging! In the letter, I would simply state the impact your manager has had on the team and the culture. How productive everyone is under clear and direct expectations outlined by your manager and how she has impacted the bottom line (everyone loves understanding how employees are saving or bringing in money).

I too recommend you share this feedback with the CEO with one additional angle to consider. It can be beneficial to share this feedback as noted by other commenters, giving the CEO a direct line to the work. It also creates an opportunity for you to engage the CEO as well--why not take advantage of that? Of course you will want to craft this carefully so that you are not only sharing positive feedback about a manager but *why* is it important to share? It may be an opportunity to ask a question, reinforce culture, or otherwise engage the CEO in an authentic way.

I agree with the above - but have a question - is the CEO the manager of your manager? If they are , it makes a lot of sense, if they are not I would write their manager and then based on the amount of layers between you could cc the CEO.

Do it! We need more positivity in the world. Plus, we all enjoy being recognized for our hard work. I agree with the others that it would also be refreshing for the CEO to get positive news. It also gives the CEO a link to the daily portion of the work. For example, in each 1:1 I have with my staff I ask them for their successes or wins since our last meeting. Sometimes they have some , sometimes they do not. But, it helps all of us to not forget the little things that build the big things. Once I have them complied together I share them with my boss. She has expressed that she loves me sharing them with her. It helps her feel connected to the colleagues and their daily work. Plus, it gives her JOY to see us acknowledging our accomplishments.

Do it! People don’t share positive feedback enough. If you’re feeling extra brave, bcc your boss too. I would never be mad that someone shared something positive like this. Do CC HR and her direct manager (if they are not the CEO) as well. Try to provide some specific examples if you can.

I think that's perfectly acceptable. I would consider cc-ing HR if your company has a designated HR department just because that's something that should be on file so to speak and the CEO may not think to do that.

I think this sounds like a great idea. Having been in senior level roles, I loved to get positive feedback about people on my teams. Oftentimes your day is filled with solving for problems/negatives so to get positive feedback was so welcomed and valuable. I think there are a few positives about what you'd like to do: 1) the CEO will likely be thrilled to hear that this manager is adding value; 2) it gives a nice positive spotlight on you as showing initiative, being positive about the team, for contributing to the company's culture (and it's never bad for the CEO to see you in a positive light); and 3) it may reinforce this manager's positive behavior and let him/her know he/she is doing a good job. I only see upsides in this from my end. Good luck!