Different workplace environments may be better suited to different channels for sharing appreciation and thanks. For instance, if the majority of your employees work on a computer, an email or post may be appropriate.
When delivering a show of gratitude in the workplace, try to say thank you as soon as possible after the employee did the work you want to recognize. Remember to keep your gratitude meaningful and don’t overuse it. If someone gushes over every little thing people do, it waters down their gratitude and makes it seem less sincere. So be thoughtful about when you express gratitude and give shout-outs when they’re truly deserving.
Social psychologists recommend keeping shows of thanks and gratitude focused on the person you’re praising. Humans have a tendency to talk about ourselves when thanking others. So, avoid “me” statements like, “It makes me happy when you closed that sale” in your praise.
Instead, choose phrases focused on the recipient, like:
- “You go out of your way to…”
- “You’re really good at…”
This small shift in language puts the focus back on the person you’re showing gratitude for and can make a big impact on helping them feel understood and appreciated.
Managers can create a culture of gratitude
The employee-manager relationship is critical to the employee experience and a top driver of engagement, so it’s incredibly important for employees to hear from their manager that they’re appreciated. And in doing so, managers can shape more grateful, positive teams.
Aside from showing gratitude themselves, managers can also open the door for their team members to share more appreciation for each other. Creating more opportunities and spaces to share thanks — and by modeling those behaviors — managers can foster a culture of kindness and gratitude in the workplace.
Make an effort to acknowledge someone who is going above and beyond this week and notice the positive impact.
