I still remember the first time one of my leaders said to me, “I appreciate you, and I’m glad you are a part of this team.” It struck me differently than the positive comments of other leaders, but it took me a little bit to understand why. As I reflected, I realized that while I’d had many leaders recognize my performance, this was the first time I’d had a leader express gratitude.
Gratitude is not the same as recognition. Great leaders do both.
Recognition is focused on work. It acknowledges certain contributions or achievements and serves to reinforce positive behaviors. Employees need consistent and specific recognition to know what they are doing well and what specific actions produce an impact on their work and/or the organization.
Gratitude, on the other hand, is focused on the person. It demonstrates appreciation for who the person is, not just what they do. Gratitude strengthens relationships and fosters a supportive work environment. Leaders can express gratitude even when things aren’t going according to the plan; it boosts morale.
Both recognition and gratitude play crucial roles in creating a thriving workplace. Recognition helps drive performance and achieve business objectives. Gratitude fosters a supportive and nurturing environment. By implementing both recognition and gratitude practices, leaders can inspire a culture that values both performance and people, fosters a sense of belonging, and leads to higher employee engagement and loyalty.
Consider your own leadership practice. Are you fostering a work environment where people feel valued for who they are, not just what they produce? Great leaders use recognition and gratitude to create a thriving workplace culture.