The organisational behaviour of reciprocity is not an unknown in our everyday working lives. We share information, collaborate on projects, and hopefully recognise how our efforts impact the greater objectives of the company. These are the foundations of reciprocity in the workplace, and they exist everywhere where individuals work together to achieve collective success.
However, when you first think about the idea of a giving culture at work, it may feel as if you’re going against your natural evolutionary instinct to compete for resources and thus survive and outlive your competition. If this is your first response, then it may be helpful to consider recent research in the field of neurobiology. An experiment performed by neuroscientists James Rilling and Gregory Berns at Emory University in Atlanta, Georgia, found that the act of helping people activated the part of our brain associated with rewards and experiencing pleasure. This literally means that we are biologically programmed to feel good by reducing the suffering of others.
So, if reciprocity is an innate human trait, then how can we harness this basic social behaviour to create a culture which benefits the individual, team, and organisation as a whole?
- Firstly, we need to generalise this reciprocal tendency to create a pay it forward culture.
- Secondly, we need to employ a culture of gratitude which can act as a buffer against stress and promote an ongoing giving culture through the reinforcement of proactive, prosocial behaviours.
Paying it forward
At its core, reciprocity comes from the foundational understanding that “if I scratch your back, you’ll scratch mine.” Reciprocity can therefore come from a place of indebtedness, which quickly leads to resentment and fatigue. Luckily, growing research in the field of positive organisational behaviours is proving that reciprocity with the intention of appreciation and gratitude elicits powerful effects on workplace effectiveness with long-term and sustainable company success.
A clear example of paying it forward is the Starbucks Coffee experiment where a researcher paid for the coffee of the person behind them, and then that person paid for the coffee of the person behind them, without expectation or instructions given by the researcher. In St. Petersburg Florida, this process continued for 11 hours, and when the individuals were interviewed, they explained that they “wanted to show their appreciation for the kindness they had received.”
This case study is a perfect example of how we can create a pay it forward culture of generalised reciprocity in an organisation. If person A shows proactive, helpful behaviour towards person B and this organically flows through person C, D, E and F, then indirectly person A will receive helpful behaviour in the future.
This requires a giving mindset (which we will discuss in the gratitude part of this article) and trust in the system that they will receive help in the future. This indirect closing of the circle is necessary as reciprocity by its very nature requires an exchange. We will only offer kindness and gratitude if at some point we receive (even indirectly) the same treatment. We are unlikely to continue helping others if we don’t receive help ourselves, just as we are unlikely to continue showing gratitude to someone if we receive no appreciation ourselves. This is where gratitude becomes vital for sustaining the giving culture.
An attitude of gratitude
At first, gratitude may be thought of as fluffy emotional stuff, but it has been proven to have profound benefits on our workplace well-being. Some of the latest research findings are:
- A daily gratitude practice can decrease stress hormones by 23%.
- Grateful people are more optimistic, and optimism has a direct positive effect on our immune systems.
- Appreciation from management increased work commitment by 80%.
- Grateful brains release Dopamine which leads to an increase in productivity by 31%.
It is obvious that on an individual level gratitude is highly beneficial to our physical and mental health as well as our productivity at work.
However, how does an attitude of gratitude increase a giving culture at work?
Recent research into the neurobiology of compassion has shown that receiving gratitude (through words, touch or actions) generates Oxytocin – the neurotransmitter responsible for nurturance, trust and bonding. This release of Oxytocin causes us to behave compassionately towards others therefore paying forward the positive emotions we have just experienced.
An attitude of gratitude at work is a simple and effective way to create more givers in the workplace. Givers, as described by Adam Grant in his book Give and Take, are those individuals that help when the benefits to others exceed their own personal costs. He says that a taker is someone who helps whenever the benefits to themselves exceed their own personal costs. Plainly said – more givers in an organisation will lead to increased proactive behaviours, collaborative intentions, and a culture of working for the greater good of the organisation, not just for personal gain.
In the average workplace there will be a mix of givers, matchers and takers, and a lack of appreciation is the number one reason why people are leaving their jobs. Instilling an attitude of gratitude will not only make the takers in your organisation feel appreciated and experience more happy hormones, which will encourage them to give more in the future as they got something back in return, but they will also be more likely to show gratitude to others. Both of these reciprocal processes will ensure that a giving culture can be sustained.
This article may have taken some of you outside your comfort zone, or otherwise just offered a scientific perspective on a giving culture, but the aim has been to show the innate desire of humans to reciprocate kindness and appreciation.
While we have been programmed to compete against each other, we are hardwired to feel good by acting in prosocial ways. By harnessing the two strategies of paying it forward and instilling an attitude of gratitude in your organisation, you will not only be improving the well-being of your employees but creating a major culture shift which will lead to increased connectivity, civility, cohesion, and collaboration at work.
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