Grateful Organizations Quiz Results

Chances are that leaders in the organization rarely demonstrate gratitude or build it into the organization’s systems—they seem to take members for granted. And the members themselves often neglect to thank one another for the ways they help each other out; they may be inclined to see their accomplishments strictly as a product of their own initiative. When they do occur, expressions of gratitude might often feel disingenuous.

Here are some research-based ideas to help you build a culture of gratitude in your organization:

• Practice gratitude yourself. Tune in to the gifts and goodness you receive in your organization by keeping a Gratitude Journal, for example, or writing a Gratitude Letter. Your attitude may inspire others to do the same.
• Take in the good. When your team or entire organization achieves a success, make sure you recognize, share, and savor that accomplishment.
• Aim for quality, not quantity. Don’t just go through the motions--“shallow gratitude” doesn’t help anyone. Give yourself (and those you supervise) ample time to reflect on who you’re grateful for, and why—then be specific about precisely what you appreciate about that person.
• Look for ways to share credit. Whenever you enjoy a success, step back and think: Whose contributions helped to make this possible? Being generous with praise and recognition builds morale and keeps resentments from festering—and that’s good for everyone in the organization.

If you’re in a leadership position within the organization, try these ideas:

• Start at the top. People with power have a responsibility to clearly, consistently, and authentically say “thank you” in public and private settings. When hiring someone new, bosses can ask: How do you wish to be thanked? When an employee leaves, a goodbye party is a great opportunity to express appreciation for their qualities and contributions.
• Thank the people who never get thanked. Don’t just express appreciation for your organization’s superstars. Find ways to recognize the folks whose contributions rarely go noticed.
• Make gratitude part of business as usual. Feature “thank yous” in your organization-wide communications, like a newsletter. And build it into performance reviews and staff meetings, where people can publicly express appreciation for one another.
• Challenge myths about gratitude. Research shows that gratitude doesn’t make us complacent and it doesn’t keep us from recognizing our own accomplishments, even as we share credit with others. If you see others falling prey to these misconceptions, use your influence to set the record straight.

For more tips, check out “Five Ways to Cultivate Gratitude at Work,” by Greater Good’s Jeremy Adam Smith and researcher Adam Grant’s ways to get ahead through an ethic of giving and generosity.