An Attitude of Gratitude

An Attitude of Gratitude

Taking care of your employees begins with a simple Attitude of Gratitude.  When I explained the idea of a Formal Stakeholder Appreciation Plan to a colleague, he simply asked, “Amy, in between all the shows of appreciation will there be any time left to actually build towers?”  He eloquently expressed every executives’ dilemma. Caught in demanding jobs and industries screaming for doing more with less, how do you find the time to show gratitude for members on the team?

I recommend a Formal Stakeholder Appreciation Plan to officially endorse an Attitude of Gratitude.  The formal plan openly acknowledges that the organization appreciates the contributions of the entire team.  However, it is not the once a year positive review and accompanying raise, the annual family picnic, the ten-year anniversary celebration or the retirement party that marks the end of a career, that make employees feel appreciated.  It is the all day, every day interactions between all the stakeholders that create the attitude of gratitude needed to empower an organization to reach its full potential.

  • It is a sincere “Please and Thank You.”
  • It is the proverbial pat on the back for a job well done
  • It is a short, handwritten note saying, “I dropped the ball. Thank you for catching it!”
  • It is returning the favor.
  • It is providing encouragement during difficult projects.
  • It is giving a genuine compliment.
  • It is sharing your skills.
  • It is celebrating accomplishments.
  • It is random acts of kindness.
  • It is offering support.
  • It is being fully present.
  • It is being positive.
  • It is inviting employees to do something you know they’ll love.
  • It is a warm smile.
  • It is giving credit when credit is due, publicly if possible.
  • It is challenging people to accept an assignment outside their comfort zone and checking in periodically to see how it’s going.
  • It is asking people how they are doing and caring about the answer.
  • It is calling people by name.
  • It is remembering someone’s son plays basketball and periodically asking how the season is going.
  • It is resisting the urge to tell people they are wrong.
  • It is asking people what they think about a topic.
  • It is thanking people for inspiring you.
  • It is giving people “inside information” so they feel like an insider too.
  • It is introducing people to someone that can encourage them to think outside their box.
  • It is bringing people coffee when they are struggling with a difficult assignment.
  • It is keeping people’s workspace clean.
  • It is offering to lessen someone’s workload if possible.
  • It is starting and ending meetings on time.
  • It is letting someone’s boss know they have been helpful.
  • It is lunches out.
  • It is a card to celebrate birthdays.

It is important for organizations to realize that when people don’t feel appreciated, morale plummets, productivity decreases, and turnover increases.  Employees and partner vendors can’t give what they do not have.  Employees and partner vendors that do not feel appreciated won’t be able to show appreciation for their co-workers, other partner vendors, and their customers.  Such an environment makes it difficult for an organization to thrive.

The ill effects of underappreciated employees cost organizations real dollars. The good news is, the corrective measures cost very little.  It is a thousand small things woven into a day, that makes all the difference in employee engagement. Companies just need to pay attention.  It is such a small price to pay for a such huge savings.  It is as simple as ending email with, “I am profoundly grateful for your contribution to the team’s success” and meaning it.  And it begins with asking yourself, “How can I rewrite my messages to express an Attitude of Gratitude?

 

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