Why is gratitude in the workplace important?
Studies on gratitude at work indicate that when employers consistently invest in appreciation programs and foster gratitude among teams, the positive outcomes are measurable. One research project on the topic found that gratitude and social connectedness within a work environment were associated with lower absences than those found in workplaces where these factors were not present.Other researchers found a correlation between gratitude and employee job satisfaction.
Ultimately, some reasons to promote gratitude in your business include:
- Increasing employee morale and positive team communication
- Supporting better working environments
- Enhances customer or client relationships
- Improving production or efficiency by empowering and supporting team members
A top-down approach to gratitude at work
Fostering gratitude in the workplace often requires a top-down approach. When executive leaders and other managers regularly show appreciation and promote gratefulness, it can encourage teams to develop this type of culture. Instead of enforcing gratitude in an authoritative manner, have the leaders at your company model it and lead by example.
9 tips for fostering workplace gratitude
Help a culture of gratitude grow organically at your company by following some of these tips.
1. Say “thankyou” regularly
Simple appreciation goes a long way in creating a culture of gratitude. Make it a point to say thank you as often as you can sincerely. When you delegate a task, thank the employee who completes it. If a team meets the goal for the month, thank them for their hard work. If an employee holds the door open when they see you right behind them, say thanks. Each small expression of appreciation helps to build an overall awareness of gratefulness and inspires others to act in kind.
2. Implement public recognition programs
Create programs that institutionalize appreciation and work to recognize the people who help your business succeed. You might celebrate milestones by recognizing years of service or rewarding employees for their time with your company, for example. Other options include employee of the month programs or awards for specific outstanding achievements.
3. Integrate gratitude into meetings
Work with your leadership teams to ensure gratitude is a part of every meeting. Something as simple as acknowledging that people are busy and thanking them for their time can demonstrate respect for each person. Leaders can also include gratitude in meetings by thanking teams or individuals for their contributions to projects and efforts relevant to the meeting.
4. Encourage employees to express gratitude
Of course, a culture of gratitude requires that others get involved. You can encourage employees to express gratitude for each other and clients or customers by modeling the habit. You might also conduct training that helps team members understand why gratitude is so important. Instead of telling them to say thank you or show appreciation as a matter of policy, educate them on the many benefits of gratitude so they’re motivated to do it for themselves.You can also start asking your employees to give each other kudos in team meetings to say thanks and show appreciation.
5. Ensure employees have access to open communication lines
Employees who don’t feel like they have options for open and honest communication may be less likely to contribute to positive feedback like gratitude. If team members feel that they are only allowed to express positives, they can feel stifled and resentful. Make sure there are opportunities for employees to bring concerns to leadership in an organic but constructive manner.
6. Give back to the community
Working together as a team or company to give back to the community can be a great way to support a gratitude culture in your business. First, it demonstrates that you appreciate customers and the community. Second, it creates a mission that your team can band behind and be proud of. Consider implementing employee volunteer programs or sponsoring fundraising drives like walk-a-thons that team members can participate in if desired.
7. Invest in big-picture understanding
Silo thinking can make it more difficult to cultivate gratitude in the workplace. When your team members don’t have a big-picture understanding of the organization, it could lead to me-versus-them belief systems, pitting teams and departments against each other. It’s difficult to be thankful or show appreciation across departmental lines in this type of environment.
If you’re looking to break down silos, consider starting from the top with executive leadership. Encourage them to consistently explain how each team’s efforts contribute to the company’s goals and vision. Part of leadership’s efforts should include regular and transparent communication around goals and challenges. Town halls and internal newsletters can be good options to keep employees informed and engaged.
Additionally, consider emphasizing cross-departmental collaboration as a way to let teams see how their work fits into broader company goals. By encouraging teams from different departments to work more closely together, you can foster a sense of appreciation among them and a collaborative culture that shares success.
8. Demonstrate diversity in gratitude programs
Make sure you think outside of the box when building appreciation programs or engaging in workplace thankfulness on a daily basis. It’s easy to get caught up in showing appreciation for accomplishments, but that might mean that you only ever thank top-performing team members. Consider other metrics or values that are important to your business and how you can show appreciation for employees who embody them.
For example, you might create an appreciation program for employees who are on time often, have been with the company for years or regularly deliver requirements. Or you might add a program that shows appreciation for positive culture builders — employees who always offer a smile to everyone or who embody the company’s core values.
9. Ensure employees feel valued
Remember that saying thanks isn’t always enough to ensure employees feel valued. Whether you’re leading remote employees or working with staff face-to-face, consider other ways you can show how much you value them. That can include listening to their ideas or concerns, offering paths for career growth or providing wellness perks.
Building a culture of gratitude in your workplace can take time. However, the benefits are often worth the effort. Teams that demonstrate and receive appreciation often work better together and get more done than teams that don’t.
Frequently asked questions about workplace gratitude
What are examples of being grateful at work?
Being grateful at work can range from demonstrating appreciation with verbal or written thanks to quietly appreciating the little things. For example, you might be grateful for high-quality coffee in the break room or that your immediate supervisor is someone you enjoy working with and for. Another example is showing appreciation for your customers via loyalty programs or thank you cards.
What are the four As of gratitude?
You can better incorporate gratitude into your day by considering the four As, which are appreciation, approval, admiration, and attention. Consider how you can demonstrate one or more of these four As for others. For appreciation, you might say, “Thank you for doing this,” for example, while attention might mean sending an email to the entire team to praise several people for an accomplishment.
What is the golden rule of gratitude?
The golden rule is to treat others the way you would want to be treated. You can apply this to a culture of gratitude by thinking about how and when you would want to be appreciated and ensuring you act in ways that demonstrate that type of appreciation sincerely to others.
