Say things like: Thank you! We appreciate you. We are glad you’re here. You offer great value to our team. Nice job on that project. Sound too easy or trite? It’s not.

Ask questions like: How would you like to be recognized? What makes a happy, productive workplace? A misstep is often to assume you know what resonates with people. Don’t be afraid to ask: take surveys or have open conversations about what feels good to hear or experience.

Make time and space for gratitude. 

Many employees may feel ambivalent about expressing gratitude or appreciation publicly, so don’t force it. Instead, managers should make (physical or virtual) space and time for gratitude. For example, managers can create an appreciation wall or a dedicated Slack channel for employees to recognize others and give kudos. Managers might also start meetings with gratitude ‘check-ins,’ during which team members can express one thing they’re thankful for.

Gratitude in the workplace doesn’t have to be expensive or overwrought with logistics. There are many ways to show appreciation and employee recognition that aren’t overtaxing or unrealistic.

As with all goal-setting, the clearer the picture, the more likely you will succeed. Take the time to understand what happiness means in your organization, industry, and area of the world. 

This alone can put a damper on the “Great Resignation” or “Great Discontent.”