“Gratitude is thankfulness expressed in action. It is the instinctive radiation of justice, giving new life and energy to the individual from whom it emanates.”
– William George Jordan, American editor, lecturer and essayist
Gratitude is a universal virtue expressed in diverse ways across cultures, shaped by traditions and social norms. In multicultural workplaces, understanding these differences is essential to fostering trust, collaboration, and inclusion.
In a previous article, The Value of Gratitude Around the World, I explored how appreciation is valued and expressed in different cultures, offering insights into its role in personal and social relationships. This time, I aim to take the conversation further by focusing on how gratitude can serve as a transformative force in the intercultural workplace.
Exploring gratitude in workplace interactions reveals its power to bridge cultural gaps, enhance teamwork, and foster a sense of value for all team members. Let’s delve into this compelling intersection of cultural awareness and workplace harmony.
Gratitude in Leadership: A Global Perspective
Thankfulness transcends being a personal virtue; it is a vital leadership tool. Globally, leaders adapt gratitude to motivate and connect, respecting diverse cultural values.
- Japan: Leaders emphasize giri (mutual obligation) through actions, such as mentoring or supporting team members, while fostering trust, respect, and responsibility.
- United States: Appreciation is explicit and verbal, often expressed through public acknowledgment of achievements, aligning with a merit-based and transparent culture.
- In Latin America, leaders might express their appreciation through warm, personal interactions, blending professional acknowledgment with genuine care for an employee’s well-being. In Mexico, for example, verbal appreciation is accompanied by gestures such as offering support during personal challenges and highlighting the integration of professional and personal spheres.
These differences highlight how gratitude is shaped by cultural norms, influencing workplace dynamics and leadership approaches globally.
The Neuroscience of Giving Thanks: its Effect on Diverse Teams
Appreciation is more than a social nicety; it has proven psychological and neurological benefits. It releases oxytocin, serotonin, and dopamine, fostering trust, bonding, and happiness. These effects help bridge cultural differences.
- In multicultural environments, thankfulness can build psychological safety. The belief that team members can speak up, share ideas, or admit mistakes without fear of judgment. This sense of safety is especially critical in culturally diverse teams where norms around communication and hierarchy might differ.
- Gratitude reinforces trust by validating the contributions of each team member, regardless of cultural background. Tailoring recognition to cultural norms—publicly for collective-oriented cultures or privately for those valuing humility—strengthens relationships and prevents misunderstandings.
- The act of gratitude also enhances engagement and motivation. Studies show that individuals who feel appreciated are more likely to contribute creatively and collaboratively, which are essential qualities in diverse teams.
By embedding appreciation into team dynamics, leaders can unlock its neurological benefits to create a thriving diverse environment.
How to Incorporate Gratitude in Intercultural Workplaces
Incorporating gratitude into an intercultural workplace requires thoughtful strategies that account for cultural nuances and individual preferences. Some examples are:
1. Tailored Gratitude Practices: Leaders should adapt expressions of appreciation to cultural values. For example:
- In cultures valuing collective acknowledgment (e.g., South America, Mexico, East Asia), expressing thankfulness during team meetings can reinforce group cohesion
- In individualistic cultures (e.g., the U.S.), personalized messages or one-on-one acknowledgment may carry more weight
2. Use of PRISM to Address Biases: PRISM tools—Perspective-taking, Prosocial Behavior, Individuation, Stereotype Replacement, and Mindfulness—can help leaders overcome unconscious biases that may hinder expressions of thankfulness. For example:
- Perspective-taking encourages leaders to see appreciation from the recipient’s cultural viewpoint, ensuring it resonates authentically
- Individuation helps avoid generalizations by focusing on personal contributions, making gratitude more specific and meaningful
- Mindfulness trains leaders to be present and intentional in their expressions, enhancing sincerity and impact
3. Gratitude Rituals: Establish regular practices, such as:
- Gratitude Rounds: Begin team meetings by allowing each member to share one thing they appreciate about a colleague or project
- Recognition Platforms: Use digital tools to publicly or individually acknowledge achievements, adopting the tone and frequency based on cultural norms
4. Feedback-Framed Gratitude: Merge thankfulness with constructive feedback to create a balanced approach that acknowledges efforts while identifying areas for growth.
5. Training and Workshops: Integrate gratitude-focused exercises into diversity, equity, and inclusion (DEI) programs to foster mutual respect and understanding.
By incorporating these tools, leaders can create a workplace environment where appreciation not only strengthens bonds but also becomes a catalyst for growth and collaboration across cultural divides.
