At work, there are five ways to cultivate a sense of gratitude.
Why should you get a pat on the back for doing what you're supposed to? You don't need to thank your employees for performing what they're hired to do.
In American settings, these inquiries are routinely asked in a sarcastic tone—and occasionally with a hint of anger.
John Templeton Foundation funds the GGSC's coverage of thankfulness as part of the Expanding Gratitude project.
The phrase "thank you" is used in the United States to express gratitude for the nice things we get from others, especially when they contribute out of their own volition. Everywhere we go, from the grocery store to the church, we say "thank you."
But not in the office. The John Templeton Foundation conducted a survey of 2,000 Americans earlier this year and found that people are less likely to express thankfulness at work than any other location. On top of that, they're not glad for their existing occupations, placing them at the bottom of a list of things they're thankful for.
When it comes to giving and receiving thanks at work, it's not that people aren't interested. Eighteen percent believed appreciative employers were "weak," while 93% agreed that they were more likely to achieve because they were grateful, and 93% said that hearing "thank you" at work made them feel good and driven.
Even still, only 10 percent of respondents said "thank you" to their coworkers on a given day, despite the fact that nearly all respondents said it "makes me feel happier and more fulfilled." 60 percent of respondents admitted that they "never or rarely express gratitude at work."
American workers consciously repress gratitude on the job, to the extent of sabotaging their own personal satisfaction.
Why? A possible explanation is that no one gives anything away at work; in theory, all exchanges are purely commercial. That three o'clock precise delivery of that memo to your employer is not something you perform for free, but rather because you're being paid to do so. You'll get a cheque as a "thank you." If you don't do what's "asked," you might be the last one to see them.
According to the Templeton poll, only individuals who made more than $150,000 were likely to express thankfulness for their jobs. That power and wage inequities are a factor in the lack of thankfulness at work is suggested by this. Last year, in a paper that was published in the journal Psychological Science, M. Powerful people tend to believe that those who thank them are only doing so because they want their butts kissed—and this cynicism makes them less likely to express gratitude themselves.
According to a Templeton poll, 35 percent of respondents felt that expressing gratitude could encourage their employees to take advantage of them if they don't express their appreciation. We put ourselves at risk when we admit our need on one another. "Five Ways Giving Thanks Can Backfire," by Amie Gordon, shows that appreciation isn't always the greatest answer.
As a result, a vicious spiral of ungratefulness develops inside the workplace, which can have a negative impact on employee morale and cohesiveness. What makes you think that this is the case? Because we're motivated by more than just a paycheck when we get up in the morning. We don't work solely for financial gain. Besides a sense of success and a sense of purpose, we also work for respect. Our work influences our emotional states because we put so much of ourselves into it.
As a non-monetary means of supporting those non-monetary goals, gratitude is a good choice. "Thank you" doesn't cost a penny, but it has quantifiable positive outcomes. Psychologists Adam Grant and Francesca Gino conducted four tests in which they found that a supervisor's "thank you" gave respondents a great sense of self-worth and self-efficacy. People become more trusting of each other and more inclined to help each other out when they express thanks, according to Grant and Gino's study.
In addition to improving one's self-esteem, productivity, and morale among coworkers, expressing thankfulness has numerous other positive effects. Our Thnx4.org interactive thankfulness notebook data showed that participants who had the most appreciation experiences on a given day reported feeling better than those who had the fewest. Those that persevered for at least two weeks saw a significant increase in pleasure, satisfaction with life, and resilience to stress; they also reported fewer headaches and illnesses as a result.
A culture of thankfulness at work is difficult to establish, but research shows that it is worthwhile. Consequently, we've compiled this list of five tried-and-true suggestions for increasing feelings of thankfulness at work.
1. First, look up.
Employees need to hear "thank you" from their employer first, according to study on workplace thankfulness. The reason for this is because showing thankfulness can be a source of anxiety for individuals, especially in environments where there has been a long tradition of ingratitude. In both public and private, those in positions of authority have a responsibility to express their gratitude in a sincere, straightforward manner.
Efforts like these can also be used to create procedures and protocols. For new employees, supervisors can inquire, "How do you prefer to be rewarded?" Host a farewell party for departing employees as a way to show your gratitude for their hard work and achievements. It is possible to incorporate gratitude into performance assessments and staff meetings, when five minutes might be allotted for employees to express their gratitude to one other.
2. Give thanks to those who don't receive praised.
There is a subset of employees in any company who enjoy the spotlight. Doctors are in charge in hospitals. When it comes to universities, it's the professors. Every company has a few high-profile employees. Nevertheless, what about the people who write the checks, send in the invoices, sweep the floors, and type the words??
The importance of expressing gratitude to individuals who perform thankless tasks cannot be overstated. A university's fundamental objective is research and teaching, but without the support of staff, faculty would have to raise their own salaries and clean their own trash cans. By publicly appreciating the accomplishments of administrative and physical plant workers, as well as boosting morale and enhancing trust, it helps everyone better understand how the company operates.
3. Focus on quality rather than quantity.
It doesn't work to force people to be appreciative. Grateful expressions might be tainted by the power imbalances that undermine them in the first place.
The goal is to set aside specific times and places where people can freely and spontaneously express thanks for their blessings. Studies have shown that there is a limit to how much appreciation one can have; it seems that attempting to be grateful every day causes gratitude exhaustion.
Authenticity can be conveyed in many ways. In the end, it's all about the details. A person, activity, or item can be more appreciated if you go into detail about the positive aspects of it, rather than only focusing on the negative aspects.
4. Many opportunities for thanks should be provided.
Thanking people for their efforts has a positive effect on their willingness to serve others. However, not everyone enjoys being thanked—or saying "thank you"—in front of the entire group. Their timidity or real modesty is debatable.
Gratitude may be expressed in a variety of ways, so the trick is to think outside the box.
It's called the Grateful Project.
Think about it: what if we didn't take the nice things we have for granted? In this new GGSC book, you'll discover how gratitude may help you live a better life and contribute to a better world.
Keeping a thankfulness notebook, for example, has been shown to increase your happiness by 25%. Is it possible for an office to keep a journal? Yes, that's correct!
The University of California, Berkeley's Administration and Finance office has built an appreciation platform that allows employees to publicly recognize one other's contributions.
"Gratitude Walls" are not required, but it's great if they inspire people to appreciate real people rather than just things. You don't need to construct an entire website for this type of project, but a bulletin board or "Gratitude Wall" is fine. For example, we can all thank Mary, the administrative assistant who makes the coffee each morning, for her contribution.
Another technique to cultivate gratitude is to give someone a gift. According to studies, providing presents can have a significant impact on workplace relationships and reciprocity, with non-monetary gifts being the most helpful.
Giving not only inspires gratitude, but it can also serve as an effective means of expressing gratitude, especially for those who are timid. Slash work, lend a parking space, or give an entire day off are all ways to express "thank you." A reciprocal, sincere and altruistically driven exchange of non-monetary presents may lead to greater trust in professional relationships.
On the subject of gratitude:
How appreciative is your company? Take our test to find out.
Are you truly appreciative, too? There's a test for that as well.
Gratitude can backfire in a variety of ways.
Make the most of the power of thankfulness in the midst of adversity.
There is another, more difficult, way to cultivate thankfulness: Research suggests that gratitude may have a good impact on resolving disagreements, which can benefit the business and its employees. What's the secret behind that?
In a situation where two employees are arguing, a manager can begin the meeting by thanking both of them for their hard work, for example. This person should never miss an opportunity to say "thank you," because research shows that this attitude of gratitude has a positive feedback effect, even if outcomes aren't immediately apparent.
5. Take time to express gratitude in the midst of adversity.
The best strategy to assist a workplace prepare for the challenges that come with change, disagreement, and failure might be to cultivate a culture of thankfulness. In the words of psychologist Robert Emmons, cultivating an attitude of thankfulness "creates a sort of psychological immune system that might cushion us when we fall." Research shows that those who are appreciative of their blessings are better able to deal with stress, no matter how big or small it may be.
As a result, gratitude helps employees see beyond a single tragedy and acknowledge their achievements. To help people "convert an impediment into an opportunity," Emmons writes, and reframe a loss as an opportunity, it is hoped that this tool would help them. Hold a meeting to acquire a new perspective on the occurrence if your office has been through a crisis. To assist people recover from terrible situations, Emmons suggests a series of questions, which I've adapted to the workplace:
What can we take away from this experience?
Even if we weren't grateful for the events that led to our current situation, can we find reasons to be grateful for them now?
What new skill or ability did we discover as a result of the experience?
Is it possible that our workplace has improved as a result?
Were we previously unable to express gratitude because of a barrier that had been removed?
On the basis of current research, we Americans must learn to accept gratitude as a necessary part of our professional development alongside abilities like negotiation and forgiveness. In the end, everyone will gain from learning this skill.