It’s as important to discuss with your loved ones as it is with your colleagues, supervisors, and peers. And while gratitude is certainly a powerful word, it’s even more influential in action.

Like many things in life, gratitude is often better demonstrated than described.

As 2018 comes to a close, professionals across the U.S. will soon be firing up their ovens (and their appetites!) for the annual Thanksgiving holiday feast with family and friends. They’re likely thinking about all the things they’re thankful for this year, and may even mention these at the dinner table. (I know I will, before the tryptophan sets in, that is…)

In our ever-distracted era, this kind of direct connection and sharing is a truly beautiful thing. Don’t you think it’d be ever-more-inspiring if we all prioritized showing our gratitude not just in November, but throughout the year?

It’s a smart move in EVERY context, including at work. Small acts of appreciation translate to greater employee engagement, lower turnover, and a more positive internal culture.

Just how can you thank your teammates for all that they do—especially when they’re farther afield? To get you started, we at Workplaceless have outlined ways you can ‘walk the walk’ with gratitude in your remote organization:

  • Share weekly/monthly/quarterly achievements. Acknowledgment doesn’t have to happen 1:1—you can call out important team wins on a regular basis. These might include hitting certain quotas or targets, meeting a critical deadline, or providing a high level of service or producing a finished product that truly wows. You have many options to get your message across: in an email, company message board, on a standup call, a video conference or in a presentation to management.
  • Pass along client kudos. Has a customer recently praised your team’s work? If you’re regularly exceeding clients’ expectations but are too busy to share this with your colleagues, you’re missing out on valuable productivity-boosting momentum that positive feedback builds. Whether it’s via direct message or an internal channel in Slack, it’s always an ideal time to acknowledge others’ delight with your team. (Also: consider a public shout-out in an upcoming client-focused webinar or demo.)
  • Support skill building and upskilling. The best remote managers aren’t afraid to lose an employee who has significantly improved; they know that when they invest in their people, they’ll be enjoying a healthy business ROI. Have a teammate who’s keen to master the latest CRM, or another that wants to brush up on their coding? Consider rewarding a job well done with monetary reimbursement and/or scheduling flexibility toward a colleague’s professional development efforts.
  • Be a springboard—not a roadblock. Helping to identify others’ professional goals and supporting them as they ‘come into their own’ is an oft-overlooked skill. Especially for those who are early on in their careers, a deeper focus on the long game and their talent assets and deficits can set them off on a meaningful career path. Jumpstarting the process rather than remaining passive will differentiate you as a leader, too!
  • Highlight learning opportunities. It’s possible that your brightest stars might not have the time to seek out interesting videos, e-books, or courses suited to their strengths. (They’re too busy kicking butt and taking names, as they say.) Finding a few ways for them to virtually build their knowledge is a gesture that helps to create a learning culture within your entire organization. And who doesn’t want to cultivate an environment where employees are encouraged and eager to grow and improve?!
  • Showcase colleagues’ expertise. Did you know that your COO was an awe-inducing negotiator? Would it surprise your employees to discover your database developer also dabbled in beautiful UX design? What if you could learn expert-level Excel tricks in a lunch-and-learn? Don’t overlook the learning that can happen right where you work. Sharing is caring, and that applies to the amazingly diverse skillsets that can be found in your organization.
  • Practice gratitude as a habit. Mindfulness and intentionality sound like buzzwords these days, but there’s something to be said for making gratitude into a habit of your own. Focusing on what you’re appreciative of will influence your behavior, and will have an impact on your day-to-day interactions with peers, fellow leaders and customers. Set an example by writing down three work-related items you’re grateful for at the end of each workday.

Ready to translate insights into action ?

Our virtual leadership training builds the skills you need to lead effective and inclusive digital-first teams.

We are ready to guide you through every step needed to transform your team..

Workplaceless Team

Workplaceless Team

Workplaceless envisions a workforce that thrives in a flexible and digital-first future—where performance and growth are not constrained by location. Our team goal is to share insights and practices that will help professionals and companies achieve this aspiration.
Workplaceless envisions a workforce that thrives in a flexible and digital-first future—where performance and growth are not constrained by location. Our team goal is to share insights and practices that will help professionals and companies achieve this aspiration.
Workplaceless logos horizontal full color

We find a consultative process is most effective for companies with 50 or more employees and a rapid process is more impactful for companies with fewer than 50 employees.

How many employees are at your organization?

Answer a couple questions below and submit to schedule a complimentary consultation.

*You will not be automatically added to our mailing list.