The holiday season often comes with a familiar ritual: friends or family seated around the table, raising their glasses or simply pausing to go around and say what they’re thankful for. At first glance, it feels like a quaint tradition – an opportunity for warmth, nostalgia, and connection. But what if this casual ritual does more than make us feel good? Can a simple experiment in gratitude teach us something about building stronger teams and healthier workplaces?

Research by Wharton’s Adam M. Grant and former Harvard Business School professor Francesca Gino suggest the answer is yes. Their work shows that expressions of gratitude aren’t just nice gestures. They can trigger a cascade of pro-social behaviour, improved collaboration, and even better well-being.

In other words, a Thanksgiving toast might just be one way to build more resilient, cooperative teams.

Why “Just Saying Thanks” Matters

In their paper “A Little Thanks Goes a Long Way”, Grant and Gino set out to answer a deceptively simple question, what happens when you thank someone for their help – does it change how they behave in the future? Their conclusion: absolutely. 

In one experiment, individuals offered help (for example, editing a cover letter) and then either received a neutral acknowledgment or a message that expressed gratitude (“Thank you so much. I really appreciate your help”). Those who were thanked were significantly more likely to help again – not just the same person, but even others. 

Why does that happen? The researchers found that the effect is less a sense of feeling competent and more by a feeling of social worth – a deep sense of being valued, appreciated, and recognised by others. 

In a study of university fundraisers, a simple “thank-you” from their supervisor significantly increased the number of calls they made, compared with a control group that received no expression of gratitude. 

The takeaway is powerful: gratitude doesn’t just reward the person being thanked, it motivates them to give more, and sometimes to pay it forward.

From Dinner Table to Boardroom: Gratitude as Culture

So how does the ritual of “things we’re thankful for” at Thanksgiving map onto a workplace? Think of a team meeting, end-of-year review, or a quarterly get together. What if you begin that meeting not with dry metrics or performance reviews, but with a moment of collective appreciation?

• A manager might invite each team member to name something they appreciate about their work, a colleague, or the team.
• Colleagues might express thanks for someone’s support, creativity, or simply for being a dependable teammate.
• At the end of a project or quarter, the “going-around-the-table” ritual could become a structured way to celebrate small wins, resilience, or personal growth.

These are not “fluffy” extras – the science suggests they can reshape workplace dynamics. By articulating gratitude, you create a culture where people feel seen, valued, and socially connected. And that, in turn, lowers barriers to cooperation, builds trust, and may even fire up a pay-it-forward cycle of generosity.

Moreover, gratitude rituals are affordable, easy to implement, and inclusive – they don’t require bonuses, perks, or elaborate incentives. All it takes is a few minutes and a willingness to say “thank you.”

Gratitude Beyond Productivity: Well-being, Health, and Longevity

Gratitude doesn’t just make workplaces run smoother. On an individual level, structured gratitude practices like journaling or daily reflection have been linked to measurable improvements in well-being, mental health, and even physical health.  Maureen Salomon, Executive Editor of Harvard Women’s Health Watch has explored research that finds that gratitude interventions improve sleep quality, reduce symptoms of anxiety or depression, and may even extend lives. 

When you think of office culture, that matters. Healthier, happier employees are more resilient, less burned out, and ultimately more capable of collaborating and performing under pressure. Gratitude becomes not just a soft value, but a strategic asset for long-term organisational health.

How to Bring Gratitude into Corporate Rituals Without It Feeling Forced

None of this means that every workplace should suddenly turn every meeting into an emotional gratitude fest. The key is intentionality and authenticity. Here are some practical tips if you want to pilot “gratitude rituals” in a team or organisation:

1. Keep it simple and optional. A moment of appreciation doesn’t need to be long. Even a 60-second round of “What are you thankful for this quarter?” can work. Giving people an opt-in ensures it doesn’t feel forced or performative.
2. Focus on behaviours, not generic praise. Instead of “I’m grateful you’re part of the team,” encourage concrete recognition: “I appreciate how you helped me meet the deadline,” or “Your feedback improved the design.” Specific gratitude reinforces what kinds of behaviours are valued.
3. Lead by example. If managers and team leaders model gratitude, especially toward junior staff or peers, it signals that appreciation is part of the culture, not just a one-off holiday stunt.
4. Make it regular but not tedious. Too frequent gratitude rituals may dilute their value (the same way daily gratitude journaling has diminishing returns). A monthly or quarterly cadence may hit the sweet spot.
5. Combine public and private gratitude. Public recognition (in a team meeting) builds social cohesion. Private notes or messages can offer more intimate or sincere thanks and avoid putting people on the spot.

What Could Go Wrong And What the Research Says

Of course, no intervention is bulletproof. There are valid caveats. In their original research, Grant and Gino note that expressing gratitude could, in rare cases, backfire. For example, gratitude might feel manipulative if used cynically or too frequently. It could also trigger pressure to reciprocate, creating a sense of obligation rather than genuine goodwill. 

On the health side, the evidence is promising but not definitive. A recent review of gratitude interventions found reliable improvements in sleep quality and modest gains in well-being. But effects on other physical-health outcomes remain mixed. 

Moreover, gratitude isn’t a substitute for fair pay, good working conditions, or meaningful work. If those are missing, “thank yous” alone won’t fix structural issues. Rather, gratitude is best viewed as a cultural enhancer – a low-cost way to reinforce trust, respect, and social connection on top of solid fundamentals.

The Case for Structured Gratitude

Going around the table at Thanksgiving and saying what you’re thankful for may feel like a warm, festive custom. But beneath the surface, it mirrors the dynamics of human social psychology – a ritualised expression of value, connection, and recognition.

The work of Adam Grant and Francesca Gino shows that even a simple “thank you” can boost prosocial behaviour, cooperation, and productivity. Broader research into gratitude practices reveals benefits for well-being, sleep, mental health, and even longevity.

For workplaces, gratitude rituals deserve a try. Far from being fluffy or optional extras, they could be one of the most powerful tools in your cultural toolbox. When people feel valued, they don’t just show up – they show up for each other.

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