Gratitude is one of the simplest, most effective ways to create a thriving workplace culture where people feel seen, valued, and connected. In the workplace, gratitude ensures that no one’s efforts go unnoticed, and it’s a powerful inclusion strategy that benefits everyone.
Yet too often, gratitude is missing, especially from those in leadership.
According to Harvard Business Review, 59% of employees say they’ve never had a boss who “truly appreciates” them. This lack of recognition is especially felt by people in lower-ranking or lower-powered roles, whose work is frequently invisibilized or taken for granted.
When gratitude is expressed meaningfully, it uplifts not just the individual being recognized but the entire culture of the organization.
Why Gratitude Matters in the Workplace
Gratitude fosters a sense of belonging and is a key ingredient for trust and relationship building within a team.
When leaders and peers take the time to thank someone, they’re saying: I see you, and your work matters. This recognition builds trust, improves morale, and drives motivation.
Organizations with cultures of gratitude experience:
Higher engagement: Employees who feel valued are more motivated and productive.
Improved retention: Recognition reduces turnover, as employees are less likely to leave when they feel appreciated.
Enhanced well-being: Gratitude reduces stress, boosts resilience, and enhances mental health.
The benefits of gratitude go beyond individual acknowledgment. A single act of gratitude can create ripple effects that inspire others to express appreciation and fostering a culture of recognition that strengthens the entire organization.
Gratitude also prevents Turnover, Increases Performance, Decreases Maltreatment.
Besides the human development angle, we know that Gratitude is a performance and productivity hack.
The same Harvard Business Review article noted that 49% of employees admit they left a job because they felt undervalued, with 65% sharing they would put in more effort and work harder if they felt their efforts and hard work would be appreciated.
Gratitude interrupts toxic behaviors: Researchers Lauren R. Locklear, Shannon G. Taylor, and Maureen Ambrose found that gratitude practices can also decrease mistreatment on their teams. It can, in fact, be a prevention mechanism to evade what they dubbed uncivil and toxic behaviors on teams.
Gratitude boosts employee success: One study found that employees are 50% more effective and successful at work when their managers shows them gratitute.
Leaders Must Lead the Way
Gratitude, to become integrated into team and organizational culture, must start at the top.
Leaders in positions of power set the tone for workplace culture, yet studies show they are less likely to express gratitude than their employees. This is a missed opportunity.
Modeling gratitude signals that appreciation is a core value, not an afterthought.
Leaders must also recognize contributions across all levels of the organization. Employees in low-ranking or less-visible roles often perform essential tasks that are overlooked. When leaders acknowledge efforts of their team with an eye towards equity and power-dynamics, they are able to model inclusionary leadership and create a culture where everyone feels valued, regardless of title or rank.
We Don't get enough gratitude at work
Researchers at UC Berkeley's Great Good Science Center found that of all the places we spend our time, work is where we can expect to receive the least gratitude. The good news: it doesn't have to be this way.
8 Practices Every Leader Can Practice to Build a Culture of Gratitude
Here are eight actions leaders can adopt to embed gratitude into their workplace culture:
1. Lead by Example
Leaders set the tone for the workplace. Make gratitude a habit by regularly expressing thanks to your team. A simple “thank you” in a meeting or a handwritten note can go a long way in building a culture of belonging.
2. Be Specific and Timely
Generic praise doesn’t have the same impact as specific, timely recognition. Instead of saying, “Good job,” try, “Thank you for working so hard to finish that report ahead of our deadline." Acknowledging both the effort and its impact reinforces belonging and value.
3. Celebrate Wins Regularly
Recognition doesn’t need to be limited to major achievements. Celebrate everyday wins, work anniversaries, or the completion of a challenging project. These moments create opportunities for gratitude and connection.
4. Incorporate Gratitude Into Routines
Build gratitude into daily practices, such as starting meetings with a gratitude round or setting up a recognition board where employees can thank each other. Routine expressions of appreciation reinforce a culture of belonging.
5. Make It Personal
Go beyond recognizing work contributions and appreciate the person behind the role. A thoughtful note, remembering a birthday, or showing interest in their passions can make employees feel seen and valued as individuals.
6. Publicly Recognize Contributions
Amplify the impact of gratitude by offering public recognition. During team meetings or company-wide events, highlight individual or team achievements to inspire others and reinforce a culture of appreciation.
7. Practice Gratitude Across Hierarchies
Don’t limit gratitude to peers or direct reports. Acknowledge contributions from all levels of the organization, especially in roles that are often overlooked. Being intentional to give thanks to employees in all roles ensures everyone across the org. chart feels valued.
8. Encourage Peer-to-Peer Gratitude
Empower employees to recognize and thank each other through initiatives like kudos boards, peer shoutouts in meetings, or informal recognition moments. Peer-to-peer gratitude creates stronger connections and makes appreciation part of the organizational culture.
Gratitude Builds a Culture of Belonging
We don't just offer gratitude as a strategy in one of our Culture Clinics because it's a "nice to have thing" that you do when you can.
We know from the research and from our 17 years of consulting in organizational development and culture change that gratitude is more than a feel-good gesture. It's a cornerstone of a great culture that values inclusion, connection, and belonging.
When leaders consistently practice gratitude, being mindful to ensure recognition includes those who have been historically marginalized and under-recognized- they develop a workplace culture where everyone feels seen and valued.
Wilson and Associates Can Help You Improve Your Culture in 6 weeks.
At Wilson and Associates, we specialize in helping organizations implement strategies like these through our Culture Clinics. Together, we can build a workplace where gratitude and inclusion thrive. Our Culture Clinics are 6-9 week strategy and solution-generation sessions where clients can develop a quick mini action plan to improve one aspect of leadership, management, team culture or organizational culture.