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How to focus on the present moment
How to cultivate empathy and understanding towards others
How to set personal and professional goals
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.
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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.”
Gratitude in the workplace is often underrated. While some leaders are quick with a “thank you,” others are still under the impression that thanks are given with a paycheck. Research clearly illustrates that the right amount of gratitude can dramatically impact the productivity, positivity, moral...
The act of gratitude clearly transcends any one part of our lives. It’s holistic in nature. Those who are grateful at home are likely to be grateful at work. But people aren’t inherently grateful or not. Like many things, it can be–and I would argue should be– practiced.
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.
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 dedicat...
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