The study explores the crucial role of managers' emotions in the process of rewarding employees and motivating them. Special emphasis is placed on how managerial emotional intelligence can impact decision-making regarding rewards and recognition of employees' achievements. The research includes an analysis of various types of rewards, which can be either material (financial) or immaterial (recognition, praise), and their role in increasing employee satisfaction and engagement. Additionally, the paper examines how managers' emotional responses, such as empathy, support, and respect, shape the work environment and organizational culture. Employees' emotions during work also play a significant role in their overall experience and productivity. Positive emotions, such as satisfaction and enthusiasm, can significantly enhance workers' motivation, increasing their engagement and desire to achieve high performance. Conversely, negative emotions, such as stress or dissatisfaction, can reduce productivity and lead to high employee turnover. Employee motivation is crucial for maintaining their productivity and job satisfaction. Emotional connection to the job and organization, which is fostered by recognizing and rewarding achievements, can result in greater engagement and commitment. Motivation can be intrinsic (driven by personal goals and values) or extrinsic (resulting from rewards and recognition). Effective reward strategies, which consider both material and immaterial aspects, can significantly impact employee satisfaction and their sense of belonging to the organization. Finally, the paper highlights the importance of ongoing education for managers on emotional intelligence and its application in practice to achieve better results and strengthen employee loyalty. Understanding how emotions affect employee motivation and the work environment enables managers to develop more effective reward and team management strategies, contributing to the enhancement of organizational culture and overall performance.