Kind and Generous - Gratitude as a Business Imperative

Think about how many times you write “thank you” or “thanks” to end an email. Maybe your signature is automated to include this without any thought on your part. “Thanks” seems like the right thing to do. We have become conditioned more from a mannerly perspective to offer a thank you rather than out of true considerate gratitude. I mean, are we really saying thank you to the person who wrote you a nasty email? Are we really saying thank you to our manager who chewed us out for something that wasn’t our fault? Well, your email says you’re thankful.

Truth be told, the discipline of gratitude is a healthy one. For the last 15 years or so, researchers have studied the effects of gratitude with consistency. Annual surveys are produced and shared; articles detailing the brain’s receptivity to appreciation have been written. The market has opened up for an intentional approach to gratitude with developed software platforms for integrated employee experience. Engagement surveys have broadened the areas of appreciation to be measured. The commitment to its impact does not look like it will be waning anytime soon.

In Mr. Holland’s Opus, Glenn Holland (Richard Dreyfuss) struggles through raising a deaf son, battling a school district’s approach to music education and his own demons of inadequacy. It’s an Academy Award nominated performance for Dreyfuss, and rightly so. Without giving away too much if you’ve not seen it, the end of the movie provides consideration for Mr. Holland’s contributions to education as well as in the lives of his students over his 30-year career. Grab a tissue and get ready for an appreciation overload.

So how does gratitude work in a company where there has been limited desire to be thankful beyond an annual bonus or a company-wide email at Thanksgiving? First, do the research yourself. Read the various articles and research project outlines dealing with the physical benefits of appreciation. Our brains respond chemically to gratitude; we like it. Consider areas of well-being and safety in the workplace. In these areas, gratitude reduces stress and opens a door wider for transparent and authentic dialogue from employees to their managers, HR or leadership team. The impact is provable, and the research affirms consistency in the results.

Secondly, do not minimize what has been done to date. If an annual email is the only thing to really point to, then lean into it. A company may be looking to expand its intentional commitment to gratitude, but it does not need to belittle what was done to date. If so, for those for whom the annual email is affirmational, the company makes that gesture seem inauthentic and, therefore, a lie to the employee. That is not what you mean to say. Build upon what is already in place, however small it may be.

Next, start incrementally. There may be a variety of good ideas offered, but it would be unwise to activate all of them. Issues of resources and stamina are not to be minimized. What will it take for the company to really get behind all the ideas offered? Likely more than the company can commit to. That’s okay. Adding two things to one thing is a 200% increase. That is significant. Be committed to those one or two additions with thoughtful launch plans – testing, access, messaging, feedback. Follow a change management process; no really, follow one. Commit to it.

And finally, celebrate the celebrating. Change the tone of gratitude being a nice thing or even of it being a duty into one of elation. Celebrating people is meaningful. It is a call to affirm individuals; we should encourage managers to be personable about it. Be kind and generous in expression. Truly cheer on one another.

What can you do today to start an attitude of gratitude or expand upon the appreciation commitment in place? Thankfulness is worth the investment.