Encouraging A Culture Of Gratitude

The Power of Appreciation: A Reflection of Company Culture 💡 "I felt like toilet paper, used when needed, then discarded without a second thought." These haunting words from a departing candidate reveal a painful truth about workplace culture. When employees leave feeling undervalued and unappreciated, it's a reflection of the company's values and priorities. On the other hand, when employees feel genuinely valued, they leave with gratitude, not resentment 🙏. Appreciation isn't just a retention tool; it's a fundamental aspect of human connection. It's about recognizing people not just for what they do, but for who they are. Key Takeaways: ✨ Recognize employees for who they are, not just what they do ✨ Regularly acknowledge and thank team members ✨ Celebrate milestones and achievements ✨ Show genuine interest in employee well-being and growth The Impact of Appreciation 💯 Makes employees feel valued and respected 🚀 Boosts morale and productivity 🌈 Fosters a positive and supportive work culture Start Today 👉 Make appreciation a priority in your organization 👉 Encourage a culture of gratitude and recognition 👉 Empower your team to thrive and grow By prioritizing appreciation, you can create a work environment where people feel valued, respected, and empowered to thrive 💪.

When you're leading a team, it's easy to get so caught up in big-picture goals, quarterly targets, and operational challenges that you overlook the seemingly small things. But here’s the secret great leaders know: small things are never actually small. They are the very foundation of meaningful leadership and team dynamics. One of the most powerful yet overlooked acts of leadership is taking a moment to genuinely thank your employees as they leave at the end of a workday. It sounds simple, right? Yet, its impact is profound. It signals to your team members that you see their contributions, value their presence, and appreciate the energy they invest each day. Think about this: how often does an employee go home feeling unseen, unappreciated, or overlooked? That small expression of gratitude as they leave can completely transform their perspective, uplifting their morale and reinforcing their sense of belonging. Over time, these simple acknowledgments accumulate, transforming a workplace culture from ordinary to extraordinary. Remember, an appreciated employee doesn't just clock out at five; they leave feeling motivated, inspired, and ready to contribute even more tomorrow. Have you worked in a culture where appreciation was a priority?

Try this 21-day exercise to improve a difficult relationship with your manager (or anyone else) into a more harmonious, genuine and fruitful partnership. In just the last three months, two of my clients have seen spectacular results from using this approach, including: 1 - Transforming a relationship where the manager was constantly critical into one where the manager now acknowledges and appreciates their good work. 2- Shifting managers' stance from claiming promotions were impossible due to lack of growth opportunities, to exploring a clear path forward and actively working on it. 3- One of these clients is on track for a Dec 2024 promotion to SVP. This approach is particularly effective when you believe your manager has positive traits despite their flaws and there are no personal grudges involved. 1- List all the positive qualities of your manager. Aim for at least 5, even if it’s challenging. 2- Each morning before work, mentally thank your manager for these positive traits. 3- During interactions, express appreciation whenever your manager demonstrates these qualities. 4- After work, mentally acknowledge and thank yourself for recognising the good in others, and thank your manager for their support. 5- Continue this practice daily for 21 days, even if you don't see immediate results. Why does this work? Practising gratitude programs our RAS (Reticular Activation System, a network of neurons located in the brain stem) to highlight the positives in situations. Focusing on gratitude triggers dopamine release, reinforcing the habit of noticing and appreciating the good in our lives; a 2015 study in Frontiers in Psychology found that gratitude activates dopamine-associated brain regions, including the ventromedial prefrontal cortex, crucial for decision-making and emotional regulation. Research also shows that expressing gratitude enhances social connections and encourages others to behave positively towards us. A study published in Emotion (2010) found that people who express gratitude are perceived as more warm and trustworthy, leading to stronger, more supportive relationships. ... Check back with me after 21 days, so that we can celebrate your results together. Happy weekend everyone!

Showing gratitude as a leader is an essential aspect of creating a positive and supportive work environment. Here are some ideas of how to show gratitude to your team: ❤️ Sincere Recognition: Take the time to acknowledge your team members' efforts and achievements genuinely and specifically. Highlight their contributions and the positive impact they've had on the team or the organization. ❤️ Personalized Thank-You Notes: I love to write personalized thank-you notes or emails to team members. Mention specific instances where their work made a difference and express your appreciation for their dedication. ❤️ One-on-One Meetings: Use one-on-one meetings to express gratitude individually. Ask about their work, inquire about their well-being, and acknowledge their contributions. This shows that you value them as individuals. ❤️Gifts or Tokens of Appreciation: Consider giving small gifts or tokens of appreciation. I am a fan of small notebooks with beautiful covers :-) or a book, or other personalized item. These gestures can show that you've put thought into expressing your gratitude. ❤️ Provide Development Opportunities: Show gratitude by investing in your team members' growth. Offer them opportunities for skill development, training, or additional responsibilities that align with their goals. ❤️ Provide Autonomy and Trust: Express gratitude by demonstrating trust in your team members' abilities. Give them autonomy to make decisions and take ownership of their projects. This I think is the most essential part. I strongly believe that people are willing and able to contribute and make decisions. Just let them! ❤️ Regular Check-Ins: Regularly check in with your team members to understand how they're feeling and to express your gratitude for their consistent efforts. Remember that authentic and consistent expressions of gratitude are most meaningful. Tailor your approach to the preferences and personalities of your team members. By making gratitude a core part of your leadership style, you can contribute to a more positive, motivated, and engaged team.

Most D2C founders I coach have this one problem: 𝘁𝗵𝗲𝗶𝗿 𝘁𝗲𝗮𝗺 𝗶𝘀 𝗯𝘂𝘀𝘆, 𝗯𝘂𝘁 𝗻𝗼𝘁 𝘁𝗿𝘂𝗹𝘆 𝗮𝗹𝗶𝗴𝗻𝗲𝗱. Culture doesn’t break because of strategy, it breaks because of disconnection. Teams slip into silos, communication becomes transactional, and soon, collaboration feels forced. But here’s the fix. And it takes just 15 minutes a week. 𝗜 𝗰𝗮𝗹𝗹 𝗶𝘁 𝘁𝗵𝗲 “𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗥𝗲𝘀𝗲𝘁 𝗥𝗶𝘁𝘂𝗮𝗹.” Every Friday, before wrapping up, gather your team (offline or online) and run a quick 3-part check-in: 1. One win – Each person shares their biggest highlight of the week. 2. One stuck point – A challenge where they’d love support. 3. One gratitude – A person they appreciate in the team and why. That’s it. 15 minutes. No slides, no reports, no overthinking. Why does this work? It reinforces shared wins, so your team celebrates together, not in silos. It normalizes vulnerability, making it easier to ask for help. It builds recognition into the culture, instead of waiting for appraisal cycles. I’ve seen founders adopt this and witness the shift within a month- more trust, better collaboration, and a culture where people actually want to show up. Remember: strategy scales your business, but rituals shape your culture. And this one is worth every minute. #scalingbusiness #gratitude #teamwork #teamrituals

Culture Post 3 ❤️ When was the last time you genuinely thanked someone at your workplace or in your personal life? The goal of this post is to help you remember the things you are grateful about and inspire you to thank the people around you with a simple Framework ✅ The idea is to look beyond the "OUTPUT" people are generating & thank/appreciate them for the"OUTCOME". I believe that genuine appreciation helps you recognize the effort of the people & connect with them at a deeper level. Introducing the framework - Thankful Thursday ⚛ 1️⃣ (WHY) Thursday? - You are three days into the week to recognize the good stuff - Helps close the week on a positive emotional note for the person - Sometimes it helps to boost motivation when the week is heavy - It rhymes so its easier to remember & act 2️⃣ (WHO) can you Thank? You can thank anyone that made a worthwhile impact on your life both professionally & personally but sharing the approach below for quick action. - Think Above ⬆ : Your manager who might have helped or supported you - Think Below ⬇ : Your team woking tirelessly to move the metric - Think Horizontal ➡ : Cross-pods, Marketing, Operations, Engineering, HR etc. - Think Family 🔄 : Express gratitude for the things your parents, spouse, family do for you regularly, it means everything to them! 3️⃣ (HOW) to Say Thank You? No matter how you communicate it should be HONEST & genuine. Important thing is to ensure that you try different methods, few are mentioned below: - Candid in-person chats are good as the other person can sense your emotion - Email if you are too busy & try to copy their manager in the email - Hand written notes are the oldest & the best method - You can publicly appreciate someone's work in the meeting as well - Spending meaningful time viz. a coffee or lunch can express your gratitude 4️⃣ (WHEN) to Say Thank You? - Firstly, make this a deep habit and don't wait for the Thursday - As long as someone deserves try expressing gratitude regularly - Also it cannot be so often that your words become meaningless ❌ - Idea is not to thank the same person every week so keep it genuine Initially it will be tough and you might be a little clueless but give it time and the emotion of gratitude will arrive. ✅ Remember the idea is NOT to expect a thank you in return but genuinely recognize the contribution of other people in your life. This will have a very positive & lasting impact in your team & life as I am witnessing the benefits of the same. #culturetransformation #thankfulthursday #leadership

Leading with Gratitude and Hope in Challenging Times As Thanksgiving approaches in the US, it’s a chance to reflect on gratitude—not just personally but as a way for leaders to strengthen organizational resilience. The world is tough right now: economic uncertainty, geopolitical tensions, societal polarization, and constant disruption. Your teams feel this, too. They look to you not only for strategy but also for cultural leadership. Leaders who embody gratitude and hope can be a stabilizing force and a catalyst for possibility. How can you lead with gratitude and hope in an authentic, impactful way? 1. Start with Radical Self-Awareness Leadership starts with personal practice. Gratitude isn’t just about saying thank you; it’s about noticing what’s good amidst chaos. Reflect: • What have you overcome this year? • Who has supported you? • What opportunities exist despite challenges? Gratitude isn’t ignoring struggles; it’s balancing them with silver linings. When you model this, you empower others to do the same. 2. Turn Gratitude Into Action Gratitude is meaningful when it leads to tangible outcomes: • Recognize effort publicly. A handwritten note or a meeting shoutout can mean more to people than you think. • Invest in your people. Offer professional development, mentorship, or time to recharge. Active gratitude weaves thankfulness into your culture. 3. Communicate Hope with Clarity Hope isn’t vague optimism—it’s actionable belief in a better future. Your team needs more than “We’ll get through this.” They need: • Acknowledgment of challenges and how you’re addressing them. • A clear view of opportunities ahead. • Confidence in their ability to succeed. Transparency grounds hope in credibility. 4. Anchor Leadership in Purpose Purpose is a north star in turbulent times. Help your team connect their work to the organization’s mission. This fuels hope by giving meaning to their efforts. Ask yourself: How are you helping your team reconnect with the “why” behind their work this week? 5. Be a Role Model in Tough Conversations Gratitude and hope don’t mean avoiding hard truths. They shine brightest alongside courage: • Acknowledge losses. Name failed initiatives, tough cycles, or personal struggles. • Focus on solutions. After addressing hardships, shift the energy toward opportunities. Balancing honesty with optimism demonstrates emotional resilience. 6. End with a Forward Look As the year closes, share a vision for the coming year with your team. Consider hosting an end-of-year session to celebrate wins and align on future goals. This isn’t just a morale boost—it sets a focused, hopeful tone for what’s next. This Thanksgiving, ask yourself: • What are you grateful for this year? • How will you help your team feel the same?

Yesterday, I had the honor of leading an offsite for an extraordinary team. For the first time since publishing, I incorporated quotes from my book, "Gratitude Through Hard Times," to emphasize the key learnings we discussed. It was powerful to see how these insights resonated with the team and deepened our discussions. Here are the four key points I left them with: •Connect at the Person to Elevate the Professional: True collaboration starts with human connection. When we take the time to know who our colleagues are beyond their titles, we build trust, empathy, and a sense of belonging that naturally fuels professional success. "True connection doesn’t come from pretending our lives are perfect. True connection comes from reaching out to others during our greatest time of need." (p. 18) •Inquisitive Empathy Unlocks the Power of Quiet Voices: I’ve always believed that the quietest voices often hold the most profound insights. By teaching them inquisitive empathy, we gave them tools to create a space where everyone feels valued and heard. "True, deep meaningful human connection is like a diamond... it lasts forever. Cultivating it, though, is hard. It requires courage, bravery, and unyielding vulnerability." (p. 21) It’s about asking the right questions with genuine curiosity, transforming simple conversations into meaningful connections that shape our work. •Gratitude Is Not Just for the Good Times: Life isn’t always sunshine and rainbows, but that’s where gratitude truly shines. "The struggle ends when gratitude begins." (p. 37) The real power of gratitude lies in finding silver linings during life’s storms. It’s a tool for resilience and growth, helping us uncover hidden benefits in every challenge. •To Secure Our Future, We Must Cultivate Our Teams Today: The future isn’t something that just happens—it’s something we actively create. "Gratitude not only creates lasting structural change within the brain and body, it also fundamentally changes behavior." (p. 41) By empowering individuals, fostering creativity, and strengthening partnerships, we ensure that our future is as strong as our past. I’m grateful for the opportunity to share this journey with such an incredible group of people that impact tens of millions of children across our country on a yearly basis. Thanks to all who organized. Pictured with PK Agarwal, CTO of California and Dean of UCSC Silicon Valley, after his inspiring session on the power of gratitude. Next stop, New York City to kick off my birthday weekend.

When remote, building culture requires deliberate effort. Work becomes transactional without daily in-person contact. And recognition may be infrequent. I never want teammates to feel like faceless contractors just checking boxes. That lack of personal fulfillment seeps into turnover and morale over time. Here’s how we address it: At Inagiffy, we have a Slack channel dedicated to team shoutouts. Taking just a minute to highlight an amazing team member publicly fuels everyone. We amplify not just major achievements. But also quiet grit that keeps projects moving smoothly. It’s tempting only to comment when things go wrong since errors stand out. But that unconsciously shrinks risk-taking over time. With shoutouts, we can reinforce creativity and care daily. It costs nothing yet the morale returns are invaluable. We’ve made team recognition a habit. It’s not about big rewards but hundreds of subtle signals that say “you matter.” How do you make your remote team feel seen and valued individually? I find shoutouts build trust and excellence.

Here’s 3, free easy things you can start doing today (or maybe tomorrow, Monday) to create a more positive and productive workplace. I posted last week on a chance connection where a former colleague, Rose, introduced me to work that had a big impact on me. Martin Seligman, the father of Positive Psychology, revolutionised the way we think about workplace well-being. Instead of just fixnig problems, positive psychology focuses on what makes people thrive. And when employees thrive, performance, engagement, and retention follow. So, here’s the 3 things for you to start doing this week: 1 - Recognise and Amplify Strengths -> Instead of just focusing on weaknesses, help your team play to their strengths. Gallup research shows that employees who use their strengths daily are 6x more likely to be engaged at work. How to implement: Use strengths-based performance reviews…ask employees what they love doing and how they can apply that more in their role. ✔️Run a team strengths-mapping exercise (Gallup’s CliftonStrengths or VIA Character Strengths are great tools). ✔️Assign tasks based on individual strengths instead of just job titles. Example: If someone is a natural problem solver, give them complex challenges to tackle. 2 - Practice Gratitude A simple ‘thank you’ goes a long way. Studies show that workplaces with a culture of gratitude experience higher job satisfaction and lower turnover. Send a quick message of appreciation to a colleague today. I did this earlier to a colleague that gave me some feedback where I dropped the ball (thanks Amber) I’m genuinely grateful to them - they care about me and the team. How to implement: Start meetings with “Wins of the Week”…have team members share something they appreciate about a colleague. ✔️Use a recognition board (physical or digital) where employees can publicly shout out great work. ✔️Schedule a “thank you” moment in your day…send one email or chat message appreciating someone’s contribution. 3 - Reframe Challenges Encourage a growth mindset. When problems arise, shift the focus from “What went wrong?” to “What can we learn?”. This approach fosters resilience, problem-solving, and a culture of continuous improvement. The alternative sucks - it is stagnant and allows toxicity. How to implement: Use solution-focused language in meetings. Instead of saying “This is a problem,” ask, “What’s the best way forward?” ✔️ Encourage a ‘failure as learning’ mindset…share stories of past mistakes that led to growth and innovation. ✔️ Hold weekly reflection sessions, where the team discusses what worked, what didn’t, and what they’ll try next time. … Great workplaces don’t just happen. They’re built on positive psychology, strong leadership, and intentional culture. Hope this above helps! For more info please check out Martin’s work. Any other suggestions of people I should read about? Please pop in the comments. 👇