Despite the current hurricane of workforce trend reporting, employee sentiment can be tough to gauge day-to-day. Vibes aren’t exactly scientific, and large-scale internal surveys can be clunky to execute. In between, informal temp checks with your team or professional circle can give perspective on how people are feeling in real time. 

Lately, we’ve been going straight to our social network for their weigh-in on workplace experience. Even these (

) polls have delivered timely micro-insights about what employees want now. Check out what they might mean below, then add your voice to the mix over on 

: Gift-giving might be the love language that matters most in the workplace. A token of your appreciation should really be a token, it seems. Words of affirmation is next in the running, so speak up when it comes to giving credit widely and often.

 Team engagement is all about face time. Most people seem to be eager to get out of their DMs and into the IRL world when it comes to connecting with coworkers. For a team that cares about each other, getting together to socialize beyond the office walls can work wonders.

Free SkinnyPop is one of our personal favorite office perks, but we have to agree that thoughtful programming, fun events, and ongoing education are big highlights, too. Per this 

, employees really appreciate opportunities to learn, grow, and engage in something new. And hey, what could be better than a company of lifelong learners?

As the sun sets on hustle culture, corporate lingo has understandably lost its cool. The 

: Why not all just say what we mean? The passivity of “let’s circle back on that” is especially eye roll-inducing. Do we really need another way to say, “No one feels like figuring this out right now, so let’s push it off to another time”?

There’s nothing worse than a passive aggressive email (though we’ve all sent a terse reply now and then). And seeing how all of the phrases in 

 seemed to hit a nerve, maybe it’s time to delete them from our vocabulary altogether. Idea for a fresh start: Extend some good faith to our colleagues and wait for it to come back around.

Gratitude has become a buzzy word in the past few years, but even if you’ve nailed thankfulness as part of your personal self-care practice, have you considered how gratitude comes into play for your team? As 

 notes, employee recognition is a hugely important factor when it comes to retention. In a 2016 study titled 

, researchers defined three levels of workplace gratitude:

, is when an employee has an experience they respond to with gratitude—the example they use is being appreciative of a colleague who takes time out to help them learn how to do something new.

, which is the accumulation of episodes of gratitude that lead to an overall more positive feeling for that person at work.

The culmination of all of this on an organizational level is called 

—when a majority of the company is experiencing persistent feelings of gratitude for each other.

But those warm and fuzzy feelings don’t come out of nowhere—they have to be fostered by those in a position to really shape the company culture. Ultimately, gratitude is like a muscle that has to be exercised, and if you can’t clearly identify ways you’re expressing gratitude for a job well done, chances are there’s room for improvement. 

Here are a few ways to reshape your leadership skills to express more gratitude in 2023:

Tilt the Feedback Scales Toward the Positive

While sharing constructive criticism effectively is a necessary tool for any leader, research published in the 

 clearly shows that “a little negative feedback goes a long way”. On the other hand, it’s hard to have too much positive feedback. One of the best ways to help an employee improve their performance is to reinforce and highlight what 

There’s no need to have a scarcity mindset around giving kudos—outside of the big recognition moments, like awards and promotions, sharing a few grateful words for a quick turnaround or well-done presentation is a small investment by a manager that has an outsized impact. You don’t have to be fawning or patronizing, just make a mental note to look for valid moments to share a virtual pat on the back.

While team appreciation is essential, researchers at 

 also identified that publicly rewarding individual team members can have what’s called a “recognition spillover effect.” In other words, the good vibes are contagious. The key is making sure this happens frequently, so there’s a regular rotation of winners.


Humans have a remarkable ability to normalize changes, which means that unless you and your team pause to reflect, it can be easy to forget how much you’ve accomplished. Once you have your daily or weekly shoutouts down, think about when makes sense to set aside more space for celebrating wins. This could be a yearly offsite, a quarterly outing with your direct reports, or a low-key event like an ice cream social.

Keep track of big changes through the year and go over them as a group. Did three of your team members get promoted? That’s huge! Did you all land a record number of clients? Seeing the stats in black and white can be majorly motivating for everyone involved.

One of the best ways to help an employee improve their performance 

 to reinforce and highlight what *is* working.

When the time comes to go beyond verbal recognition, thoughtfulness goes a long way. Instead of sharing generic gift cards for outstanding employees or to mark the completion of a big project, take a poll or think outside the box to ideate a perk that will surprise and delight.

Have a box of chic office upgrades or handpicked snacks 

 right to their desk, or consider hosting a speaker who can help with professional development. Bring a human touch to the table, to show your team you're truly invested in not just their performance week to week, but also their job satisfaction and the overall arc of their career.

While it may feel old fashioned, penning a single-sentence thank you note on a piece of paper will always be impactful. A Slack or an email is great, but this remote-friendly option (remember the mail?) is a step up.

Follow some classic Emily Post-esque advice and keep a stack of thank you notes on your desk, so you can dash one off for a team member who helped you out in a pinch or blew you away in that meeting. Plus, this one will have added value for you, as well—writing thank you notes has proven 

The best team members are the most reliable—the ones who show up prepared, and meet their deadlines as much as possible. So show them the same respect in turn by treating your check-in times as sacred, and replying to them as quickly as you would to a client.

While this might not seem like a gratitude practice at first glance, it’s a way to show mutual respect and say thanks without doing so explicitly. Things will come up, but being reliable and communicative will let your team know you appreciate them and value their time and mental health.

Recognition Habits to Transform Your Team 

For most of us, work isn’t usually synonymous with playfulness or kid-like wonder. But there’s plenty of evidence that we collectively need something less-serious to perk up our workdays. Udemy Business reports that some 

 of employees are bored at work, and psychologists tout downtime as 

Further, some research supports that focusing on 

 in general can make people, in fact, feel happier. This might come in the form of small 

 during our daily routines, like savoring a snack or exchanging GIFs with an office BFF. Taken one step further, “

”—tapping into childlike nostalgia and joy—can incite a mood and creativity boost that spills over into the rest of our work.

Next time you or your team are feeling stuck in the day-to-day, try a nostalgic, just-for-fun activity to spark some kid-like joy. Beyond a benefit of immediate lightheartedness, your current work challenges may just feel a bit lighter, too. Start with one of the easy-to-execute ideas below, then let your imagination run free.

One of the quickest routes to reliving your past in the best way: Cue up a playlist with all your favorite hits of yesterday. Blondie, Modest Mouse, old-school Mariah… choose your own adventure! Throw on the top tracks you used to listen to while flopped on your bed in high school and rock out while you tick off your to-do list. Turn up the fun as a team by soliciting songs for a shared throwbacks-themed playlist.

For delicious-smelling cheer, pull out a favorite family recipe and get baking. (Extra points for bakes with sprinkles, marshmallows, or other kid-approved elements.) You’ll be the star of the office when you bring your creations in to share the next morning. 

If you’re WFH, snacking on homemade goods is pretty much guaranteed to put a sweet pep in your step. Whether you grew up craving cinnamon rolls, chocolate chip cookies, or pumpkin bread, recreating the recipes of your past is a surefire way to get some nostalgia kicking.

If you have kids or friends who do, you’ve probably seen some colorful finger painting, creative stick figures, and abstract cut-and-paste artwork that shines despite its lack of technical skill. Sure, fondness for the mini artist who made it comes into play, but the idea of making something hands-on without pressure for it to be “good” or have a “point” can feel especially freeing as an adult. 

 and try a simple, low-barrier craft like painting pottery, building a terrarium, or making candles (easy with a kit) with your colleagues. See if your team budget will cover the cost of supplies, or if leadership is willing to bring on a pro to lead the group.

Remember when you were a kid and your parents told you they’d pick you up at school and take you somewhere special? Whatever the destination, it made the school day fly by with excitement. Recreate the experience by planning something purely fun (even silly!) after work. 

Play unapologetically: Set a date to go ice skating, see a cheesy movie—with popcorn, candy, and soda, of course—or rally your team to go to an arcade-themed bar or another 

Want to Be Happier at Work? Have Some Fun

Recently, New Stand CEO David Garcia joined an I Hate It Here 

 on wellbeing in the workplace, hosted by people-ops pro Hebba Youssef. The pair put their combined experience together to address common stumbling blocks when it comes to improving company culture from the inside. 

Read on for their strategic answers to live questions from HR pros about turning wellbeing intentions into effective action, handling disengaged leadership, and leveling with an employee who isn’t meeting expectations.

I'm starting a mental-wellness employee resource group at my company. We're struggling to go beyond vague goals to daily action. What do you recommend?

HEBBA: I highly encourage you to find a professional who can help, somebody who can help facilitate a conversation. If the ERG has a budget, ask for it. One, because your mental health is important. And, there are parts of our mental health that are confidential, so none of your employees should feel like they have to disclose confidential information about what they're dealing with in an unsafe or unfit space.

DAVID: Ask, what role do you want the employee resource group to serve? Is it an education function? Is it a development function? Is it a support community? Then you can build out what the daily actuals are.


What about when you're new and notice that culture is low, but the org doesn’t seem to have a desire for change?

DAVID: It's on you to assess the company during your interview process. If you've identified this before you join and decided to join anyway, I think you do have a responsibility to help promote positive work culture and be the change. A lot of times, one person can change a group dynamic, so you could be that person. 

If you joined and unexpectedly encountered this kind of low culture or that the company has no desire to evolve, you need to assess the trade-offs. Are there aspects of your role—like increased scope or pay—that you're willing to trade off culture or wellbeing for? Or are you willing to make the additional investment in that company to see it grow?

If the answer to one of those questions is no, then you've made a decision that you have to revisit. If the answer to either one of those questions is yes, consider whether or not you want to stay and get something out of it. What is winning to you?

HEBBA: Sometimes it's really hard to change an organization. I'm not saying it's impossible, or that we should run away and be scared of it. But human beings do not like change. So if you join an org where there's low desire for change, it's worth exploring 

 What are they afraid of? And how can you as a People person unlock that fear for them, where they end up becoming an organization that wants to change?

That's big-picture stuff, but it's something to think about. I would never tell anyone to take an HR job if they do not like conflict—a big part of change will probably incite some kind of conflict.

How do you deal with an employee who uses wellbeing issues as an excuse for not completing tasks?

DAVID: In my experience, most people come to work wanting to do a good job and do not come to work with the intention of 'getting one over'  their employer. So I don't think you design policy around edge cases. But for employees who are not working with integrity, you need to have coaching conversations and set clear expectations around performance and what is acceptable behavior.

This goes back to high-quality management. You have to be able to have a nuanced, one-on-one discussion about wellbeing, as it relates to your personal state, as well as how it connects to performance. You need to be able to discuss taking advantage of trust and accommodations the company is providing. It’s a conversation that requires a high degree of empathy, but also confidence in the assessment.

"Most people do not come to work with the intention of 'getting one over' their employer."

HEBBA: When a manager comes to me and says someone is not performing or completing their tasks, the first question I ask is, ‘Have you told them what's expected of them?’ It's also the first question in the 

 Q12 Employee Engagement Survey. Knowing what's expected of you at work contributes to engagement. If a manager says ‘no,’ I tell them that they need to go tell their team member the expectations first—and come back to me if, after that, they're still not performing. If there's anything I can fix in this world, it's manager training.

Our Poll Results: Employee Sentiment Now

Share

A “Little Something” Goes a Long Way

Bonding Outside the Office Is Best

People Love to Learn

Corp-Speak Is Cringe

Everyone’s Over the ATTITude

18 Employee Recognition Scripts for a Job Well Done

7 Top Workplace Benefits for 2023

30 Check-In Questions to Start Your Next Meeting