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60-second leadership tip #3: Gratitude in the Workplace

Whom have you thanked at the office lately and showed gratitude in the workplace?

Depending on the study, it appears that 60-70% of employees are not as engaged as they could be at work[1].

Is it a coincidence that other studies say that an equal number (70%) states that they would feel better about themselves if their boss were more grateful, and 81% say they would work harder?[2].

gratitude in the workplace

A “thank you” at work is a very effective way to build trusted relationships and create a culture of engagement. So why do only 10% express gratitude to their colleagues every day? And why does a whopping 60% either never express gratitude at work or perhaps does so once a year?

One quote by a manager on the Internet might give the answer: “I say thank you every month. On payday.” Employers and employees alike simply see work as a contractual obligation – as an exchange of time versus money – and believe that additional appreciation is not necessary.

Now that you’ve seen the numbers – why don’t you test out the 100% free tool to improve engagement at work: appreciation. 2017 is around the corner. It’s a great time to reflect on who has really helped you in 2016 and express this. On your last day of work in 2016, why don’t you pop by the desk of your direct reports and your peers with the sole objective of thanking them? If you already had your last day, it works equally well to start off the new year on a thankful note.

4 tips to make your thank-you’s truly appreciated:

1. Be genuine, be authentic and speak from your heart. Focus on achievements or behaviours that you truly appreciate.

2. Be specific. Mentioning “you did a great job” might sound good in the moment, but for lasting effect, describe what was great. “I appreciate how you’ve used your outstanding people skills to build trust with new clients and close three new deals in the past week” is memorable, and it helps the recipient increase self-awareness on his own skills.

3. It’s good if it is core to the person’s job, or purpose. If you thank your marketing director for the layout of his report, it will probably not be valued as much as when you thank her for the new strategic direction that has resulted in an additional 5% annual growth rate.

4. Leave out the negative. It takes 10 positives to make up for one negative remark. Just focus on showing gratitude this time.

Thank you for showing your interest in MetaMind Training by reading this tip, and I look forward to work with you next year.

See you in 2017!

[1] Gallup, Towers Watson and Dale Carnegie data

[2] Berkeley study

MetaMind is a Training Consultancy in Singapore which is renowned for its Best Corporate Training . We consult on Authentic Leadership Training, Leadership Transformation, Diversity and Inclusion, Executive Coaching in Leadership, Culture Change, Harrison Assessments and Employee Engagement. We look at your systems and processes, as well as the skillset and mindset that you need to succeed.


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