An Employee Retention Must Do: Why Gratitude Is Work Appropriate
Do you truly show your employees that you appreciate who they are (not just what they do), making every worker feel valued and cared for as people first?
If you answered, “Not as much as we should…” or “I don’t know…”, then cultivating a culture of gratitude can make your workplace better for all.
No. 1 Reason Why People Quit…
79% of people who quit their jobs cite NOT because they are underpaid or overworked,but because they feel undervalued and unappreciatedas their reason for leaving. This means that managers need to openly and consistently recognize the performance and “heartbeat” of people and say thank you a little more often.
Why Gratitude at Work?
Expressing gratitude makes us feel better, it decreases stress, and it creates environments where others can flourish, and even boosts productivity by more than 50% according to one study from Harvard University and Wharton. So, why not make gratitude your main ingredient to awesomeness at your workplace?
Gratitude is contagious and the best retention tool any company can use to keep employees happier and sticking around with you longer. And, the icing on the cake: gratitude doesn’t cost a dime.
Make Everyday Employee Appreciation Day
Here are four ways to build appreciation for your employees into your everyday routine that will inspire more authentically grateful workplaces for all.
1. SHOWING GRATITUDE STARTS AT THE TOP
People need to hear “thank you” from the boss which sets an important tone and example for the rest of the team and the company. Clearly state what your team member did well, how it
relates to their unique strengths, and how it helps the organization. In general, make it about their amazing qualities and less about how it helped you.
For example, “Your creative quick-witted thinking when an unexpected issue arose helped the event launch without hitch!” is way better than “You saved the day, thanks!”
2. CARE ABOUT YOUR TEAM MEMBERS AS PEOPLE
Quick! What is Marty’s biggest pet peeve? What trip is on Julie’s bucket list? What’s Ben’s favorite way to unwind on the weekends? Don’t make the mistake of focusing solely on the work if you expect employees to do their best work.
Initiate conversations about extracurricular activities to demonstrate that you care about your team members are individuals. By asking them about their weekends, their families, and their hobbies —and sharing about your own —you built trusting relationships.
3. MAKE TIME FOR YOUR TEAM MEMBERS
Do you give your employees time to ask their question or share their stories? Even if you can’t talk in the moment, offer a time slot where you can connect later in the day. You create a lasting impact with team members by proactively connecting with them and have some questions ready to engage them, such as “What’s new?”, “What fires have you had to put out today/this week?”, “How can I help support you right now?”
4. IDENTIFY EACH PERSON’S LANGUAGE OF APPRECIATION
No two individuals are alike and we each have our own unique desires and needs to what makes us feel appreciated. Which is why it’s important that you ask your employees to describe how they like to be recognized and what makes them feel most appreciated.Gratitude isn’t one-size-fits-all.
A Little Thanks Goes A Long Way…
See? You don’t need to spend a lot to make people feel
valued. And, the better news is that if you invest only a small amount of time and energy into appreciating your talent, you can save yourself — and your bottom line — a whole lot of grief. Giving thanks to your people isn’t only the right thing to do — it’s a smart business decision.
So, before you pack your bags and bolt to the airport or buy the feast you’ve been dreaming about this Thanksgiving, pause and communicate gratitude to all the individuals at your workplace table who serve you, support you, and guide you to innovate, and motivate you to bring your best self every day…
You don’t need a turkey to say thanks!
WEEKLY CURRENT NEWS & TRENDS
Browse Blog Articles by Keyword
We take on the identity of the organizations we partner with
and measure our success by their lasting-improvements. Let our clients tell you more.
Anna joined Wejungo after 10 years of recruiting high school students to go to college. Throughout her career, Anna found that she loved talking with people and learning about their life and accomplishments. She wanted to find a career where she could learn from inspiring and accomplished business owners and leaders as well as impressive candidates with unique background, interests and successful careers that span 20+ years!
Workplace trust is a fundamental building block of any professional relationship. No matter your level of seniority in a company, trust reflects your character, and company members will only experience cohesion with the people that they trust. We review some practical ways for you to build and or maintain your workplace’s culture of trust.
Rethinking Workforce Planning in an Uncertain World
The COVID-19 pandemic is changing – or has already changed – our collective discernment of uncertainty because of the continued unknown. Almost overnight, companies had to revaluate everything they thought that they knew to find new ways of doing business. Just like sailors navigating their vessels through stormy seas, so too can company figureheads by moving swiftly and proactively rather than simply reacting instinctively.
We are a leading Talent Strategy Consulting firm specializing in talent management, hiring processes, exit strategy planning, recruiting solutions and employee retention programs. We also have a California executive search recruiting division finding top sales, business development, marketing and operations talent. We love helping companies connect their business strategy to their talent needs.
Current Trends & News Signup
Join our online community today! We develop resources and provide new perspectives on how to better attract, hire, develop and retain your top talent.