Gratitude & Civility in the Workplace

GRATITUDE IN THE WORKPLACE

Gratitude is powerful. A wide berth of research has proven its effects are transformative, resulting in greater wellbeing, productivity, better health, improved relationships and self-esteem. Cultivating a culture of gratitude in the workplace can reap a multitude of results including increased motivation, engagement, and commitment.

According to a study done at UC Berkley’s Haas Business School, employees were 23% more productive when they were recognized for the work they did. Interestingly, that number jumped to 43% when employees felt valued and cared for by the people around them, especially their manager. That is an impressive 20% uptick in productivity by simply appreciating WHO people are rather than simply WHAT they do.

We all need to know that we are valued and appreciated as human beings, especially when we fail. In the majority of workplaces, people are much more likely to be celebrated and “high fived” when they’ve succeeded but frequently feel isolated and alone after a mistake as colleagues and coworkers distance themselves from this workplace outcast. Yet when we fail is when we need reassurance the most. We all need to know that we are more than our successes and failures. The perfect time to make people feel valued and appreciated for who they are is after they’ve failed.

Appreciating people doesn’t require being friends or even agreeing. Appreciating someone means you recognize their worth as a person. And everyone has value. Showing this type of gratitude also doesn’t negate accountability. Former Campbell Soup CEO, Doug Conant subscribed to the approach of “being tough-minded on standards and tender-hearted with people.” Using this tactic of valuing people while having high standards for performance, Conant turned the once lackluster company around to one voted as Best Place to Work.

CIVILITY IN THE WORKPLACE

Christine Porath, Professor of Management at Georgetown University’s McDonough School of Business, has done a deep dive into incivility in the workplace. Through her research, she has discovered that incivility is incredibly detrimental to an employee’s motivation and productivity.

Incivility is defined as the demeaning, demoralizing, and devaluing of people. The cost to businesses and organizations from this insidious culture is devastating. In one of her incivility studies, Porath surveyed business school alumni working in a variety of fields. The results were eye-opening. Of those surveyed, 66% cut back work efforts after being treated in a demeaning manner while a whopping 80% lost time worrying about how to respond to this mis-treatment. 12% who experienced demoralizing and devaluing treatment left their job.

Porath found that the spread of the impact on incivility wasn’t limited to just those who had experienced it firsthand. It also had a harmful impact on those who bore witness to the mis-treatment. She found that people who had seen someone else being treated rudely were themselves three times less likely to reach out and help others.

Negative impacts of incivility:

• Affects decision making
• Reduces productivity
• Diminishes effectiveness
• Decreases motivation
• Lessens awareness
• People stop seeking help

Porath published her findings, which were seen by Fortune 100 Company, Cisco Systems. With this data, they conservatively estimated that Cisco was losing $12 million annually as a result of incivility in the workplace.

So if incivility costs so much, why is this behavior so rampant? The primary reason is stress and feeling overwhelmed while the second reason is because many leaders are concerned they will appear less leader-like if they are kind and grateful. In reality, the opposite is true.

Professor Porath conducted another study where she surveyed 20,000 people around the world, asking them what they desired most from their leaders to make them feel valued and appreciated. Far and away, those surveyed desired respect.

When employees feel respected and valued as a person, they are:

• 92% more focused
• 56% healthier
• 55% more engaged

A study conducted to determine what behaviors and character traits employees found most valuable in a leader. Of the 200 behaviors listed, two rose to the top: warmth and competency. Of these, warmth is the primary trait as once a leader expresses kindness and is caring and friendly in nature, their employees feel they can trust that person to not only lead them but to lead competently. Managers who are civil are twice as likely to be viewed as a leader and being civil also boosts a leader’s personal performance.

Creating a civil and appreciative culture in the workplace costs nothing yet the gains provided are immeasurable. Of course, it helps when leaders model and practice civil behaviors, but it is something every one of us can implement on a daily basis. Being civil means we lift people up by valuing, appreciating, listening, and respecting others.

How to instill civility and appreciation in the workplace:

Every interaction with someone offers an opportunity to be civil. As individuals, we can consciously choose to show others we value, respect, and appreciate them by sharing credit, humbly asking questions, saying thank you, acknowledging others, smiling, and listening attentively (that means putting away those smartphones when talking with others.)

Another way to make a positive impact on others is to live by the 10/5 Rule

• When you are ten feet away from someone, acknowledge them by making eye contact and smiling
• When you are within 5 feet of a person, say hello

Just as incivility spreads virally within an organization, so do appreciation, respect, and civility. Both have profound affects yet one results in an overall positive impact on productivity, motivation, effectiveness, creativity, and employee retention.