Gratitude at work, a key factor for organizational transformation

The gratitude is defined as a feeling of appreciation and appreciation for the actions that others do for us.

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What is gratitude?

The gratitude is defined as a feeling of appreciation and appreciation for the actions that others do for us.

Although gratitude should not just be the response to a favor received from another person, something that we receive on time. Gratitude should become a habit to integrate into our daily life. By practicing gratitude, we improve our connection with other people during the job of oven repair, in addition to our ability to see the positive side of all situations and events in our life.

Seeing the positive side of each situation will make us enjoy all the opportunities that life offers us, even in difficult moments. Moments that, by facing them, we will learn and become a better version of ourselves.

To do this, we need to stop, look, and act. But very rarely can we stop our rhythm of life and see the opportunities. It is what we will have to work on: stop, look, and act. Even more so in the workplace.

Keys to implementing gratitude in our personal life.

If we can be grateful for every situation and opportunity, we can live a more meaningful life. Next, I recommend a series of exercises to incorporate into our daily life to integrate gratitude:

Start a personal journal in which to write the 3 things that you are grateful for that have happened that same day (or week).

Be mindful during an activity or experience that you enjoy doing.

Look and take the example of the protagonists of films such as: How beautiful it is to live, Without fear of life or Angel-A.

Benefits of implementing gratitude at work.

the importance of promoting the emotional well-being of the worker through recognition and gratitude.

In addition, within this emotional well-being, it is necessary to enhance the self-knowledge of our workers (their strengths, their talents, and their points of improvement) for their feeling of self-realization and improvement in their performance.

  • Practicing gratitude in our team will promote intra and interpersonal recognition, achieving:
  • Identify and value the talents and strengths of each team member and support them to enhance them.
  • Improve the team’s relationship, strengthening ties.
  • Improve the satisfaction and confidence of the person, by feeling valued and recognized.
  • Increase the worker’s commitment to the company.
  • Increase motivation and desire to contribute ideas and innovate within the company. Motivate intrapreneurs.

How to implement gratitude at work?

Induct proposes to implement gratitude through the Chapó platform, created in collaboration with the pharmaceutical company Sanofi. Chapó is a platform through which all employees have the opportunity to recognize the talent and projects carried out by the rest of their colleagues, always linked to a series of predetermined competencies, values ​​or abilities according to the needs of the company.

How does Chapó impact the organization?

Thanks to tools and methodologies such as Chapó, organizations can transform their organizational culture:

  • It is the employees themselves who recognize the work of their colleagues, based on corporate competencies, without hierarchies involved.
  • Promotion of internal talent and informal leadership in the organization.
  • Creating an environment in which a job well done is celebrated.
  • Visibility of the talent of each professional, aligned with the needs and challenges of the organization.
  • Creation of positive stories.

But, like everything to do with digital transformation, digital tools are not enough for in-depth organizational transformation.

Therefore, Chapó is accompanied by:

  • Analysis and inspiration phase through the exploration of innovative cases related to gratitude and the creation of organizational cultures for innovation.
  • Awareness: a 4-hour workshop, in which the benefits of gratitude are defined and experienced in the first person. The workshop consists of 2 parts: thanking oneself and thanking the rest of the team, sincerely, empathetically, and specifically.
  • Deployment: accompaniment of the model through elements such as internal communication or gamification
  • Model closure: recognition of the most participatory
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