The Science of Gratitude

A recipe for a happier workplace

The Science of Gratitude

JEN SARTORSr. Product Marketing Manager

@globoforce

DARCY JACOBSENContent Manager & Blogger

@darcyjacobsen

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GLOBOFORCE

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(140 countries) Powered by SaaS Mobile access Data-driven talent

analytics

What we’ll cover:

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• How gratitude makes us happier• How gratitude makes us healthier• How gratitude makes us better employees• Why gratitude is good for the bottom line• The recipe for a culture of gratitude

Being thanked feels great!“I like being appreciated for the work I do.” 94%

6%

POLL QUESTION:

When were you last appreciated at work for a job well done?

A. Within the last weekB. Within the last monthC. Within the last yearD. Longer than a yearE. Never =(

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Appreciation impacts the bottom line.“I would work harder if my efforts were recognized.”

78%

22%

Appreciating people also feels great…

…and it is good for you.

RESEARCH SHOWS:

THANKFUL PEOPLE ARE HAPPIER PEOPLE

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Gratefulness Increases Emotional Well-Being

Journal of Research in Personality, 2007The role of gratitude in the development of social support, stress, and depression – Wood, Maltby, Gillett et al

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Grateful People Get Along Better with Others

Clinical Psychology Review, 2009Gratitude and well-being: A review and theoretical integration - Wood, Froh, Geraghty

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Grateful People Are More Resilient to Trauma

Behaviour Research and Therapy, 2006Gratitude and hedonic and eudaimonic well-being in Vietnam war veterans – Kashdan, Uswatte, Julian

RESEARCH SHOWS:

THANKFUL PEOPLE ARE HEALTHIER PEOPLE

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Grateful People Sleep Better

Journal of Health Psychology, 2012Differential Effects of Gratitude and Sleep on Psychological Distress in Patients with Chronic Pain– Ng, Wong

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Grateful People Are Physically Healthier

University of Connecticut Professor Glenn Affleck

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Grateful People Are Less Depressed

American Psychologist, 2005Positive Psychology Progress - Seligman, Steen & Peterson

RESEARCH SHOWS:

THANKFUL EMPLOYEES ARE BETTER EMPLOYEES

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Grateful People Pay It Forward

Psychological Science, 2006Gratitude and Prosocial Behavior: Helping When It Costs You – Bartlett, DeSteno

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Grateful People Achieve More

Journal of Personality & Social Psych, 2003Counting Blessings Versus Burdens: An Experimental Investigation of Gratitude and Subjective Well-Being in Daily Life – Emmons, McCullough

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Grateful People are Better Corporate Citizens

Journal of Business Ethics, 2007On the relationship of hope and gratitude to corporate social responsibility – Andersson, Giacalone, Jurkiewicz

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Grateful People are Less Likely to Burn Out

Educational Psychology, 2010Gratitude, gratitude intervention and subjective well- being among Chinese school teachers in Hong Kong – Chan

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Grateful People are More Moral

Psychological Bulletin, 2001Is Gratitude a Moral Affect?– McCullough, Kilpatrick et al

RESEARCH SHOWS:

GIVING IS MOTIVATING

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Giving Makes People Happier

Harvard Business School, 2009Feeling Good about Giving: The Benefits (and Costs) of Self-Interested Charitable Behavior – Anik, Aknin et al

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Opportunity to Give Increases Commitment to a Company

Academy of Management Journal, 2008Giving Commitment: Employee support programsand the prosocial sensemaking process – Grant, Dutton

Givers Are More Engaged

Have recognized others in the past

year

Have not recognized others in the past year

0%

10%

20%

30%

40%

50%

60%Highly En-

gaged 56%

Highly En-gaged 27%

POLL QUESTION:

Do you think your company has a culture in which employees regularly recognize peers for their contributions?

1. Yes2. No

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GETTING TO THE BOTTOM LINE:

HOW DO GIVING AND GRATITUDE CONTRIBUTE TO BUSINESS RESULTS?

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Increased engagement

Higher organizational commitment

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More pro-social citizenship behavior

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Increased social capital

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Health, happiness and well being

THE RECIPE:

HOW TO COOK UP A CULTURE OF GIVING AND THANKSGIVING AT YOUR COMPANY.

Create a culture of appreciation

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• Encourage employees to “catch each other doing things right”

• Help workers to be givers• Facilitate “everyone-to-everyone” recognition

Encourage organizational “virtuousness”

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• Give work purpose and meaning• Allow people to flourish and grow• Encourage and reward strength,

self-control and resilience

Facilitate connections among employees

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• Tear down intra-organizational barriers• Increase multilateral communication• Foster emotional connections

Encourage expression of gratitude

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• Provide a formal system for thanking co-workers• Make thanks public within your company• Encourage written gratitude

Video

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http://www.globoforce.com/gfblog/2013/the-essential-link-between-happiness-and-gratitude/

MOTIVATE & ENGAGEALL EMPLOYEES

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