The Science of Gratitude
By Marly DiFruscio
grat·i·tude/ˈɡradəˌt(y)o͞od/ noun -- the quality of being thankful; readiness to show appreciation for and to return kindness.
Every year, Level Up EQ commits to holding November as Gratitude Month. During this month, we actively participate in different gratitude initiatives, such as a "gratitude competition" with our coaches or offering free coaching to leaders. Why do we make such an effort? Gratitude is more than just a momentary good feeling. Gratitude may be a gesture or a group of kind words that we give or receive from others. But these simple exchanges of thankfulness go a long way in affecting our overall biological functioning – especially the brain and the nervous system. The effect of gratitude on the brain is long-lasting (Zahn et al., 2007).
There is a science and power behind gratitude, and a growing body of evidence over the last few decades proves this for all of us.
Gratitude appears to contribute substantially to individual well-being and physical health. So much so that the Greater Good Science Center at the University of California, Berkeley—a leader in research on the science of social and emotional well-being—describes gratitude as the “social glue” key to building and nurturing strong relationships.
Research published in the last decade has shown that grateful people (those who have "trait gratitude") have fewer common health complaints, such as headaches, digestion issues, respiratory infections, runny noses, dizziness, and sleep problems. Moreover, it appears that practicing gratitude could also help to alleviate those pesky health problems. For example, in one study, a group of college students who wrote about things they were grateful for once per week for 10 weeks reported fewer physical symptoms (such as headaches, shortness of breath, sore muscles, and nausea) compared to two other control groups.
But why is gratitude really important? It’s not just because it changes the chemistry in our brains. It strengthens our connections with people. Gratitude isn’t just good for our brains; it’s good for business.
According to Gallup surveys, feeling undervalued is one main reason people leave their jobs. People want to feel valued and appreciated regardless of the field or the assignment. They want their work and efforts to matter and want people to pay attention when they are doing well. Gratitude is closely linked to employee recognition—and an overwhelming amount of research shows how recognizing employees leads to positive outcomes. For example, an O.C. Tanner survey found recognition to be the top driver of great work, ranking above promotions and increased salaries.
Why gratitude is important to organizational health?
Gratitude isn't just something on a personal level but also something great for business. It's due to the outcome of what happens when we are practicing gratitude. That is, of course, the release of two chemicals into our brains: serotonin and dopamine. These chemicals are responsible for us feeling good and can come with training ourselves to always engage in gratitude efforts.
So it only makes sense to add this as a core topic and crucial action in any type of organization. Yet it only works when we take the time out to slow down a bit to offer this gratitude, and that can be difficult in our culture of always pressing forward, always being on, and always being overstimulated. That means we need to take that step back from the pursuit of our professional lives so that we're able to experience said gratitude.
Once we're able to calm ourselves a bit and focus on the now, we'll have a constant stream of gratitude flowing out, which can lead to multiple mental and physical benefits.
Taking that step back for gratitude in the workplace will lead to being less drained, healthier, and more active on the job, and overall higher satisfaction with the position itself. That will naturally lead to getting yourself ahead in the game because this positive attitude will also enhance your work to the point of that promotion, extra money, and healthier habits.
Who wouldn't want the constant benefits that come from practicing gratitude daily? Eventually, it can be another positive habit that is formed and only works to strengthen the way our body feels, specifically with the brain and nervous system.
How can you introduce/do/implement gratitude practices in your organization?
Every healthy habit starts with repetition. It may seem ineffective or moot at first, and the last thing people may want to do in their work environment is more work that may not be directly related to their daily tasks. It can also be a cultural issue, as shown when this survey went out from the John Templeton Foundation. They show that they aren't thankful for their jobs; moreover, it comes in last as all the things they would be grateful for.
The report continues to show that even with gratitude being shown at the workplace, it still didn't improve the mindset. There's too much association with brown-nosing or lack of authenticity when it comes to showing gratitude, which comes from an additional report discussing how power and pay imbalances only exacerbate the issue even further.
Now we know what we're up against, it's time to turn the tide and start appreciating the power of saying and receiving a thank you in the workplace. Only then will the whole organization benefit as a whole and move upwards in that positive direction.
Start on a high level, and work to change what is a core way to show recognition to employees. Is it pay that shows recognition, or is it a stronger work-life balance through hybrid and remote working options? Make sure the ways you show gratitude and praise are consistent and not just about ticking off how many times thank you is said. Make each thank you worthwhile, and spread that gratitude, especially to areas that rarely get thanked (think your finance and accounting department).
The reward itself can range from expanded benefits to simple public shout-outs when a job is well done. It all depends on what type of cultural feel you're having, whether it's a flat hierarchy with peer-driven awards, or a hierarchal culture, that still makes an effort to showcase gratitude and appreciation down the line.
Then, head down to the lower levels. Use those meetings we seem to have so many of, and instead, implement a gratitude exercise into it. Have the team share what they're grateful for and express it to everyone. This helps build that general positive vibe and helps to develop cohesion with the team. Stay away from routine too much, though; eventually, with enough meetings like this, it will start to sound repetitive. Instead, change the topics on a weekly basis of the category that should be shared.
Don't go it alone
Don't forget to seek outside expertise and help. We're discussing building a robust culture within an organization that needs to be flexible enough for everyone who's going to be a part of it. That means it needs to have the mindset to shift and adapt to the needs of the organization while at the same time being as inclusive as possible.
When you bring in the experts, they'll help institute these daily activities that will provide resounding benefits throughout the organization. There's even scientific evidence that showed an experiment with two groups. One group would track down what they were grateful for weekly, while the other only recorded their negative or neutral events. The results couldn't be clearer that those with the gratitude journals were healthier, exercised more, and were more optimistic with the start of each new week.
Shape your organization to be the same way, and feel free to drop us a line to get set up with the right programs and platforms. We'll help you from both sides of the spectrum to form the next generation of purpose-driven leadership and to help you build effective work teams.