Did you say “thank you” today?

Did you say “thank you” today? from Goldfish Consulting

By: Goldfish Consulting  10-19-2015
Keywords: Gratitude, thank you

Gratitude is an emotion expressing appreciation for what one has— the quality of being thankful; readiness to show appreciation for and to return kindness. Studies show that we can deliberately cultivate gratitude - increasing our well-being and happiness. In addition, gratefulness—and especially expression of it to others—is associated with increased energy, optimism, and empathy. People who approach life with a sense of gratitude are always aware of what’s wonderful in their lives. When things don’t go as planned, people who are grateful can put failure into perspective. But what about gratitude at work? Why should anyone thank you for just doing your job and why should you ever thank your colleagues for doing what they’re paid to do? We say “thank you” to acknowledge the good things we get from other people, especially when they give out of the goodness of their hearts. At work we tend to refrain from doing so. It’s not that people don’t crave gratitude at work, both giving and receiving. Hearing “thank you” at work makes us feel good and motivated. Saying “thank you” to colleagues “makes us feel happier and more fulfilled. Many members of staff suppress gratitude at work. Why? It may be because in theory, no one gives away anything at work; every exchange is fundamentally economic. You don’t deliver that report to your boss at three o’clock sharp out of the goodness of your heart, but because that is what you’re being paid to do. Your “thanks” is a paycheck. Fail to do what you’re “asked,” and you may not see another one. The need for a paycheck is only one of the motivations we bring to work. We don’t just work for money. We also work for respect, for a sense of accomplishment, for a feeling of purpose. We invest ourselves and our emotions into our jobs, and work affects our emotional states. “Thank you” doesn’t cost a cent, and it has measurably beneficial effects. “Thank you” from a manager or supervisor gives staff a strong sense of both self-worth and self-efficacy. Expression of gratitude has a spillover effect: Individuals become more trusting with each other, and more likely to help each other out. Building a culture of gratitude at work is not easy, but worth it. Here are 4 research-tested tips for fostering gratitude at work: 1. Start at the top Employees need to hear “thank you” from the boss first. That’s because expressing gratitude can make some people feel unsafe, particularly in a workplace with a history of ingratitude. It’s up to the people with power to clearly, consistently, and authentically say “thank you” in both public and private settings. 2. Thank the people who never get thanked Every organisation has high-profile employees that take all the glory. But what about support staff who makes it all happen behind the scenes? Thanking those who do thankless work is crucial. Public appreciation makes their contributions visible and thus broadens everyone’s understanding of how the organisation functions—and needless to say, it improves morale and increases trust. 3. Aim for quality, not quantity Forcing people to be grateful doesn’t work. The key is to create times and spaces that encourages the spontaneous expression of gratitude. When you are specific about the benefits of a person, action, or thing, it increases your own appreciation—and it tells a person that you are paying attention, rather than just going through the motions. 4. Provide many opportunities for gratitude When people are thanked for their work, they are more likely to increase their helping behavior and to provide help to others. But not everyone likes to be thanked—or likes to say “thank you”—in public. They may be shy or genuinely modest. The key is to create many different kinds of opportunities for gratitude. Gratitude feels wonderful. It’s like a warm emotional light, shining within you to banish negative self-destructive emotions. To read more, go to: http://www.goldfish-consulting.co.za/blog/did-you-say-%E2%80%9Cthank-you%E2%80%9D-today

Keywords: Gratitude, thank you

Other news and updates from Goldfish Consulting

Are you seeing the real returns from assessments? from Goldfish Consulting thumbnail
04-06-2016

Are you seeing the real returns from assessments?

Utilizing information gathered from assessments previously done, conducting additional assessments appropriate for the question being asked, and at times re-doing an assessment that has become invalid over time, are all ways in which we can ensure the best ROI for our assessments.


Humane Assessments? from Goldfish Consulting thumbnail
04-06-2016

Humane Assessments?

Perhaps spending just that little more time with the candidate, providing support and understanding is what will make the difference in your clients’ ability to effectively manage talent, and create a humane culture in the organisation.


The concept of work – life balance from Goldfish Consulting thumbnail
02-22-2016

The concept of work – life balance

In a survey by the American Management Association (Fortune), more than half of participating large US companies said they had lost so many talented people that their ability to compete had been “severely damaged”.


Are you bringing down your team's energy? from Goldfish Consulting thumbnail
02-02-2016

Are you bringing down your team's energy?

Here are six specific skills that you as a leader need to develop to help manage your own behaviour:


Does “one size fits all” ring true for you? from Goldfish Consulting thumbnail
02-02-2016

Does “one size fits all” ring true for you?

Team members cannot be seen as problems to be solved but as real people who need to be understood.


Why does one team outperform another? from Goldfish Consulting thumbnail
02-02-2016

Why does one team outperform another?

The manager’s influence on a team is greater than the influence of the organisation. This is the reason that various teams within one organisation can experience widely different energies.


01-15-2016

Can organisations change from a mechanistic to energised approach?

The mechanistic model of thinking may have given the West technological advancement but it has also led to a consistent disregard for any non-measurable concepts such as energy and the human spirit.


Positive energy is good for business from Goldfish Consulting thumbnail
01-06-2016

Positive energy is good for business

It is important to create work environments that are humane, challenging and rewarding, where people feel passionate and energised by their work. The concept of energy can be seen as a valuable tool to assist in a deeper understanding of how companies can reach their full potential.


What’s the energy like in your organisation? from Goldfish Consulting thumbnail
12-11-2015

What’s the energy like in your organisation?

Organisations that are able to learn from their experiences, and to change the way that they function, generate energy. Adapting their internal structures ensures that they meet their strategic objectives. The ability to create positive energy within an organisation is the key to a productive and successful company.


A new approach to Work-Life-Integration from Goldfish Consulting thumbnail
12-06-2015

A new approach to Work-Life-Integration

Authors in the field of leadership, such as Stephen Covey, recognize the existence of life dimensions. The PiPL model of leadership identifies six life dimensions, namely: spiritual, physical, emotional, intellectual, social, and work/financial. It is finding balance between these six life dimensions that is regarded as essential.


What is human energy? from Goldfish Consulting thumbnail
11-17-2015

What is human energy?

As Western scientific thinking has not previously acknowledged the existence of energy fields, there is limited research done in this area. More recently, Western scientists are directing their attention toward the study of these previously unrecognized structures and they are now finding their eventual validation with the evolution of subtle-energy technologies with can measure their existence and functions. For now we are still largely dependent on Eastern thinking to explain concepts such as


What is organisational energy? from Goldfish Consulting thumbnail
11-04-2015

What is organisational energy?

It is vital to have the knowledge and practical skills to create an energised team that will yield benefits for the individual, the team and ultimately the organisation as a whole, as the positive energy of the team spills over to the organisation


Are you looking after your team’s emotional needs? from Goldfish Consulting thumbnail
11-03-2015

Are you looking after your team’s emotional needs?

To motivate your team, you as the manager have to meet your team’s emotional needs. This leads to positive energy and motivation. Each team member has the need to: 1. Acquire 2. Bond 3. Comprehend


What do we mean when we talk about energy? from Goldfish Consulting thumbnail
10-27-2015

What do we mean when we talk about energy?

All living organisms are made up of energy. This perspective gives us a new foundation on which to study living organisms, including man.


What’s the energy like in your organisation? from Goldfish Consulting thumbnail
10-27-2015

What’s the energy like in your organisation?

Energy comes and goes in an organisation. This gives an organisation its unique character and plays a role in its ability to be successful. As a manager, your own behaviour and attitudes have a great influence on the mood and energy of the team, and ultimately the organisation. There are 3 levels of energy in an organisation: