CULTIVATING A CULTURE OF GRATITUDE

Appreciation of efforts is a catalyst for performance and productivity, writes Linus Okorie

In work environments, targets are constantly shifting and pressures are ever-mounting, the concept of leading with appreciation might seem like a soft touch amidst the hustle and bustle of business pursuits. However, it is in these that the importance of cultivating a culture of gratitude becomes most pronounced. According to a study by Glassdoor, 81% of employees said they are motivated to work harder when their boss shows appreciation for their work.

Appreciating your team is more than just a superficial gesture or a token of politeness—it’s a fundamental leadership philosophy that has the power to elevate employee engagement. In this article, we’ll delve into the significance of leading with appreciation and explore how cultivating a culture of gratitude can positively impact organisations in numerous ways.

Gratitude in leadership is more than just saying “thank you” or expressing appreciation for a job well done. It encompasses a deeper understanding and acknowledgment of the value that individuals bring to the table. When Mary Barra took over as CEO of General Motors, she made it a point to personally hand write thank-you notes to employees who had gone above and beyond in their work. One employee, upon receiving a note from Barra, said it was the first time in 10 years of working at GM that he felt truly appreciated.

You should inculcate the habit of showing genuine appreciation for the efforts, contributions, and achievements of your team. It’s about creating a culture where people feel seen, heard, and valued for their unique talents and contributions. In doing this, you need to go beyond the acknowledgment of results; it extends to recognizing the challenges they faced in getting the job done and appreciating their resilience in overcoming obstacles.

Gratitude practised by leaders is not a one-way street—it’s a reciprocal exchange that fosters trust, positivity, and mutual support among leaders and their teams. It’s about cultivating a culture of appreciation where everyone feels empowered to recognize and celebrate each other’s successes, no matter how big or small. Gratitude is a powerful force that can profoundly impact organisational dynamics and success. Here’s why gratitude is crucial for leaders and organisations:

Research consistently shows that when employees feel appreciated and valued, they are more engaged, motivated, and committed to their work. Another study conducted by Glassdoor, 53% of employees would stay at their company longer if they felt more appreciation from their boss. Gratitude from leadership fosters a sense of belonging and recognition, leading to higher levels of job satisfaction and morale among employees.

Gratitude has been linked to improved mental and emotional well-being. Studies have shown that individuals who practise gratitude experience lower levels of stress, anxiety, and depression. When leaders cultivate a culture of gratitude in organisations, they contribute to a positive work environment where employees feel supported, valued, and emotionally resilient in the face of challenges.

Gratitude is not just a feel-good emotion; it’s a catalyst for performance and productivity. When employees feel appreciated, they are more likely to go above and beyond in their roles, leading to higher levels of productivity and performance. According to a study published in the Journal of Personality and Social Psychology, employees who received gratitude from their managers were 50% more productive than those who did not.

Employee turnover can be costly for organisations in terms of recruiting, onboarding, and training new hires. Gratitude from leadership can help mitigate turnover by increasing employee retention rates. When employees feel valued and appreciated, they are less likely to seek opportunities elsewhere. In fact, a study by the American Psychological Association found that 65% of employees said they would stay with a company longer if they felt valued by their leader.

Real-world examples abound of organisations that have reaped the benefits of leading with appreciation. For instance, Salesforce, a global leader in customer relationship management, has a culture of gratitude ingrained in its core values. CEO Marc Benioff is known for regularly expressing appreciation for his employees’ hard work and contributions, which has contributed to Salesforce being consistently ranked as one of the best places to work.

Southwest Airlines is known for its legendary customer service and employee-centric culture. The airline prioritises gratitude and recognition as fundamental pillars of its organisational philosophy. Southwest’s leaders actively express appreciation towards employees for their hard work, dedication, and customer service excellence. Additionally, the company encourages employees to recognize and appreciate their peers through initiatives like the “Spirit of Appreciation” program. Southwest’s culture of gratitude has been instrumental in fostering a sense of pride, loyalty, and camaraderie among employees, driving the airline’s success and reputation for exceptional service.

Google is another example of a company that prioritizes gratitude and recognition in its organisational culture. Through initiatives like the “gThanks” program, Google encourages employees to express gratitude and appreciation towards their colleagues. Additionally, Google’s peer-to-peer recognition platform allows employees to give and receive recognition for their contributions, fostering a culture of appreciation and collaboration across the organisation.

While cultivating a culture of gratitude can yield numerous benefits, leaders may encounter several challenges along the way. It’s essential to acknowledge these potential hurdles and develop strategies for overcoming them. Here are some common challenges and corresponding solutions:

One of the primary challenges leaders face is finding the time to express gratitude amidst their busy schedules. With numerous responsibilities and deadlines to juggle, leaders may struggle to prioritise appreciation. The solution is to make gratitude a priority by scheduling regular time slots for expressing appreciation. Whether it’s dedicating a few minutes each day to send thank-you notes or incorporating gratitude into team meetings, setting aside dedicated time can help ensure that appreciation doesn’t fall by the wayside.

In some organisations, expressing gratitude may not be the norm. Employees may be accustomed to a more transactional or hierarchical approach to leadership, making it challenging to introduce a culture of gratitude. You should lead by example and gradually shift the cultural norms around gratitude. Start by openly expressing appreciation for individual contributions and encouraging others to do the same. Over time, as employees see the positive impact of gratitude on morale and performance, it will become ingrained in the organisational culture.

Some leaders may hesitate to express gratitude out of fear of appearing vulnerable or weak. They may worry that acknowledging others’ contributions will undermine their authority or diminish their perceived competence. Embrace your vulnerability as a strength rather than a weakness. Acknowledge that expressing gratitude is a sign of confidence and humility, not weakness. Encourage leaders to lead with authenticity and vulnerability, setting a positive example for others to follow.

By acknowledging these challenges and implementing targeted strategies for overcoming them, leaders can successfully cultivate a culture of gratitude in their organisations. Remember that building a culture of appreciation is an ongoing process that requires commitment, patience, and perseverance, but the rewards in terms of employee engagement, morale, and performance are well worth the effort.

Okorie MFR is a leadership development expert with over 30 years in the research, teaching and coaching of leadership in Africa and across the world. He is the CEO of the GOTNI Leadership Centre