Leading with Gratitude

As Thanksgiving approaches, we are reminded of the importance of gratitude in our personal lives. But what about our professional lives? And what about showing gratitude the other 51 weeks of the year when Thanksgiving and turkey aren’t occupying our thoughts?

When we ask survey participants in our seminars, “What are the characteristics of a great leader?” the following are the most common responses:

• Clear positive vision of the future
• Provides clear goals, and holds people accountable
• Good communicator
• Hires strong team members, and builds a great team
• Is able to solve big problems
• Good mentor
• Honest, trustworthy, and trusts others

What is seldom mentioned is the important competency of being grateful for the contributions that others make.

In our research (conducting over 300 Employee Engagement Surveys and maintaining a rolling benchmark of 100,000 employees), our data tells us that the Best of the Best leaders (top 25.0% of the benchmarks) receive a more favorable response by 12.8 percentage points when employees are asked, “I feel appreciated for my contributions to the organization. Responses are 10.8 percentage points higher when asked, “I feel adequately recognized when I do a great job.” Bersin & Associates uncovered in another study that companies excelling at employee recognition are 12 times more likely to enjoy strong business results.

This data makes sense. There are always employees who go around the organization telling everyone, “I don’t need no stinking recognition. I just do a good job, and that is all the recognition I need.” It has been my experience, though, that the people who live by this line need the recognition more than anyone. They have learned to say they don’t need recognition to compensate for not receiving positive feedback, or feeling valued. Almost everyone has a deep-seated need to feel valued and appreciated. Knowing this, why don’t more leaders demonstrate their gratitude by providing positive feedback and recognition?

Managers may not demonstrate their gratitude towards employees for several reasons. Here are a couple of reasons managers have shared with us:

• The managers feel that they pay the employee well and since they still have a job, this should be enough appreciation.
• Managers feel that if they provide positive feedback, the employee may not be motivated to maintain a continuous improvement philosophy.
• Managers feel that since they don’t receive positive feedback from their own boss, why should they give it to others? Withholding positive feedback is in our culture.
• Low confidence or self-esteem. Although seldom mentioned, if managers do not feel positive and believe in the value of their own worth and contributions, they find it difficult to provide positive feedback to others in the organization.

What is both neat and simple about gratitude, is that it takes little money. What is does take is heartfelt thought and action. Many leaders think about the contributions their team members make (for example, in the car on the way to work), but then take no action.

Below are 7 actions leaders can take to demonstrate to their team members that they truly are grateful for their contributions.

Say “Thank you”

Our mother taught us this one, and as simple as it is, it often forgotten. “Thank you” can be conveyed in person, by email, through a phone call or even a voice message. When it is genuine and heartfelt, it means something.

Write a quick note

A handwritten note, whether on a sticky note or a card, demonstrates the thought and action you took to express your gratitude for their contribution.

Shake hands or give someone a high five

Combined with a handshake or a high-five, a thank you becomes even more meaningful.

Be specific

A thank you is nice. A thank you for something that is specific and significant is even better. Instead of telling a team member they do a great job with customers, customize it. You could tell your team member, “I am really grateful you are on our team. Ever since you joined our team, we haven’t received one complaint from the Acme Company.  You are awesome!”

Involve team members

When team members are involved in the decision making process on projects or actions that impact their jobs, they know their contributions are valued and appreciated.

Provide learning and growth opportunities.

A study by the American Psychological Association with over 1,700 employees conducted in 2012 indicated that 70% of employees feel valued at work when they have opportunities for growth and development. Although it may be difficult to give someone a promotion, you can invest in their development through training and development, assignment to significant projects, cross-training, and involving them in discussions involving innovation or continuous improvement.

Make a gratitude list

Each day, or once a week, make a list of what others contribute that you are really grateful for. This works best when you do it for both your family and the team members in your professional life. You will find that when you express gratitude, you have less stress at home, and people at work will go out of their way to help you achieve your goals.

Taking the thought, time and action to express gratitude can have great results. Data tells us that the gratitude actions that great leaders take really do work. Think about it – the days you feel the very best about the contributions you make in this world, are most likely the days when someone took the time to express their gratitude to you. At the end of the day this leadership competency is so simple. What we all have in common is the need to be valued and appreciated. What are you grateful for today?  Express your gratitude to those in your life, and remember to spend freely, and often, with soft currency.