In some workplaces, gratitude can feel forced or disingenuous. You’ve probably seen those awkward team meetings where everyone scrambles to say something “nice,” it feels more like a chore than a meaningful interaction. No wonder some leaders question whether appreciation can impact business success. But gratitude isn’t just about making people feel good—it’s a leadership superpower. Used intentionally, it can transform your workplace. Small, consistent acts of appreciation lift morale, build stronger teams and boost performance. That’s why I created Grategy®—a framework to help leaders make gratitude a natural part of company culture.
Let’s talk numbers. Research from Oxford University shows happy employees are 13% more productive. Companies prioritizing recognition are 12 times more likely to have highly engaged teams. More than half of companies with recognition programs see increased employee engagement. Johnson & Johnson saved $250 million over a decade through wellness initiatives, earning $2.71 for every dollar spent. On the flip side, employees who feel unappreciated are twice as likely to quit within a year.
So, how do you make gratitude more than a “nice-to-have”? That’s where the Six Gears of Grategy® come in. These strategies help leaders build a culture where appreciation isn’t just an afterthought—it’s foundational. Start with one strategy that resonates most, and build from there.
Read More: Elevating Meetings Through Wellness
The Six Gears of Grategy®
1. Attitude
Gratitude begins with mindset. Challenges will always arise, but how you approach them makes all the difference. Instead of resisting change, tackle it with curiosity. Ask, “What can we learn?” or “How can this drive innovation?” A positive mindset turns setbacks into growth opportunities.
2. Appreciation
In 2009, my life changed for the better when I made gratitude a daily habit. A simple yet powerful way to start your day is by writing down three things you’re thankful for. It could be something small, like a kind word from a colleague, a perfectly brewed cup of coffee, or hitting every green light on your commute. Over time, this practice trains your brain to focus on the positives—both at work and in your daily life. Looking back, I’m not sure how I would have made it through the pandemic without it.
3. Access
Give your team access to the tools, training, and support they need to succeed. Offer mentorship programs and skill-building opportunities, or simply be available to offer guidance and support. It’s not about outspending competitors, it’s about showing you care. Help employees feel their work is fulfilling, not just a job to fill.
4. Applause
Recognition needs to go deeper than “good job.” Be specific about what someone did, why it mattered, and how it impacted the team or organization. Research shows personalized recognition can inspire more meaningful work than financial rewards. Connecting their efforts to the big picture boosts motivation.
5. Acts of Service
Show your team how their work makes a difference—for customers, the community, or coworkers. When employees see the real-world impact of their efforts, they feel more connected and engaged. Tying everyday tasks to a bigger purpose builds a sense of pride and deepens their commitment.
6. Accountability
Gratitude is a habit, not a one-time gesture. Think of it like tending a garden: you can’t plant seeds and walk away. You have to nurture it consistently. Celebrate small wins, check in with your team, and recognize progress, not just results. These actions build trust and embed gratitude into your culture.
Bringing Gratitude into Daily Practice
Gratitude doesn’t need to be complicated. A few small actions can make a big difference.
- Start meetings with gratitude. Spend a few minutes having team members highlight something a colleague did well. It sets a positive tone and strengthens connections. Bonus: revisit these moments during performance reviews to show employees their contributions matter.
- Practice active listening. When someone shares an idea or concern, give them your full attention. Put down distractions, ask thoughtful follow-up questions, and take notes. Even if you can’t fix their issue immediately, showing you care about their input builds trust.
- Celebrate the little things. Sometimes, gratitude shows up in small, everyday moments. During the pandemic, I couldn’t visit my father in his care facility, but I made him a quilt for Christmas. His caregiver surprised us with a FaceTime call so he could open it while I watched. That small act of kindness created a memory I’ll treasure forever, especially after losing him the following year. Small gestures like these remind us how impactful appreciation can be.
Why Gratitude in Leadership Works
Gratitude builds an environment where people feel they belong. When you bake appreciation into your culture, trust deepens, collaboration strengthens and innovation flourishes. Problems get solved faster, and employees feel more motivated to share their best ideas.
Read More: How Top Meeting Profs Give Thanks
As the holiday season approaches, think about how you can make gratitude an everyday practice, not just a seasonal tradition. Every “thank you,” every connection between someone’s work and a greater purpose, and every moment you spend listening adds to meaningful, lasting change.
Gratitude doesn’t just make businesses better—it makes the world better. One intentional “thank you” at a time.
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Lisa Ryan is a certified speaking professional (CSP), award-winning speaker, and author of 12 books. As the founder and chief appreciation strategist at Grategy®, Lisa helps organizations create cultures of appreciation that boost engagement, retention, and performance. Her dynamic presentations blend humor, storytelling, and actionable strategies, making her a sought-after keynote speaker for businesses and associations worldwide. Learn more at lisaryanspeaks.com.
