23 Nov 3 Ways to Cultivate a Culture of Gratitude
We hear the terms gratitude, appreciation, and acknowledgment, but what exactly do these look like in the workplace? More importantly, why are they necessary?
I’m not talking about giving your employees a new water bottle or pen as a thank you.
I’m talking about the authentic, genuine acknowledgment of personal contributions to the team and organization as a whole.
Many CEOs and managers often overlook the cause and effect of gratitude on a company’s bottom line.
High turnover, employee dissatisfaction, poor productivity, and lack of respect are signs of a company lacking a culture of gratitude. Regardless of your industry and the products or services you provide, gratitude benefits everyone, especially your employees, who ultimately affect your bottom line.
Gratitude in the workforce historically looked like, “be thankful you have a job.” Mindsets have shifted, and now the workforce is participative and yearning for more than the basics. Gratitude has become a necessity, not a nicety.
So how do you cultivate a culture of gratitude?
- Start at the Top
To experience the positive effects of gratitude on your bottom line, you need to start at the top. A culture of gratitude needs to be modeled from the owner and CEO to the managers and then the employees.
Not only does this ensure a culture and not a one-off, but it also eliminates questions and competitiveness between teams. Gratitude is a ripple effect, like any other modeled behavior in and out of the workplace. When given gratitude, others are more apt to give it as well.
- Give Acknowledgement Often
More than anything, employees want to be shown respect and know they are valued.
While fun perks like table tennis and company-wide lunches are appreciated, they aren’t the end-all-be-all to showing your appreciation for your employees.
When staffing shortages are affecting so many, and those working have had to put in more time than usual, it’s important to acknowledge and show gratitude for what they may currently be sacrificing.
While they are being compensated for this time, they still need to be recognized for what they may be giving up; kids’ activities, family time, personal time, and more. Things they may not get back.
Showing gratitude for their extra time and support is crucial to keeping those you have and creating a culture of gratitude. And it’s as simple as taking 10 minutes out of your day to thank them and tell them you see them putting in the work or giving them a handwritten thank you card.
- Think Outside the Box
If you can offer a bonus, even a small one, or have competitive pay, these are great ways to show gratitude. I’ve seen sign-on bonuses for new hires more recently, which is good, but how are you acknowledging those who have stuck it out with you? Can you give a bonus to these individuals?
Consider that showing your gratitude doesn’t need to have a monetary value. Every employee is different and has different priorities. While one may appreciate a flex day, another may prefer a paid lunch or a close-by parking spot for a week. Think outside the box and include your employee in their available appreciation options.
Check out just a few ways to start modeling a culture of gratitude today:
Now more than ever, employees are in need of gratitude. A culture of gratitude is one of the best and easiest preventative health habits to keep your bottom line growing, your employees happy, and be successful. If you’re feeling gratitude degradation, it’s time to get back on track.
Connect with me for a free 15-minute workplace diagnosis where I can help you get a pulse on your organization’s health and prescribe ways to grow a healthier workforce and a healthier bottom line.
This article also ran in the November issue of FuseNews. Make sure to subscribe to FuseNews for more articles from Dynamic Talent Consultants!