It’s fairly well established that showing appreciation for a job well done is one of the most effective ways of boosting morale at work. Indeed, a study published recently from Portland State University reinforces the benefits giving gratitude can bring, for both giver and receiver alike. It found that receiving gratitude at work corresponded with all manner of positive things, from better sleep, healthier eating and higher levels of work satisfaction.

The findings were built upon by a recent study from Deloitte, which found that recognition at work was linked with higher levels of employee engagement, and lower rates of employee turnover.

The findings emerged from a survey of 16,000 working professionals split between industries and seniority levels, which revealed that whilst recognition is widely appreciated, there is no one-size-fits-all approach that works.

Business chemistry

The research identified four distinct types, each of whom require slightly different strategies to ensure that gratitude has the biggest impact.

For instance, it emerged that whilst the majority of people are happy with receiving a thank you at work, around 1/3 of women employees would love it even more if you took the time to put that gratitude into writing.  Equally, most employees prefer gratitude to be expressed privately, or at most with a small group of people rather than in grand public gestures.  There is also a strong sense that gratitude should not be expressed in financial terms, even if the accomplishment is a significant one.  Instead, the best form of gratitude involves offering opportunities for growth.

Such is the weight of evidence behind the power of gratitude that it doesn’t really feel like further reminders were necessary, but the Deloitte study does nonetheless provide valuable insights into the importance of delivering that gratitude in a unique way for each employee.

It also provides a further reminder about the importance of offering employees growth opportunities, and the tremendous value placed on that by people in their professional lives.  If you can provide that, alongside providing people with work of real meaning and purpose, then that’s likely to be a good start point in showing your team that they matter.