November 19, 2025
After the little ghosts, pirates, and princesses finish collecting their Halloween loot, November arrives with its feasting, festivities, travel, and togetherness. Gratitude makes a grand entrance during the holiday season. But it doesn’t need to be reserved for the holidays—or confined to family, friends, and those charities that somehow got your address.
At MetaStar, gratitude is part of daily life. Simple, personal gestures, a top-down attitude of gratitude, and intentional appreciation practice create a workplace where gratitude is truly part of the job. When Jesi Wang, Chief Executive Officer (CEO) and President of MetaStar, writes personalized cards for each employee on their work anniversary, she often includes the statement, “Thank you for choosing MetaStar.” As she put it, “It’s up to each employee where they work. We want them to know we appreciate them choosing MetaStar and all they bring to the company.”
The Case for Workplace Appreciation
“There is a clear link between employee recognition and employee well-being,” said Wang. According to a Gallup/Workhuman report, employees who receive recognition are five times more likely to be engaged at work. They are also 57% less likely to be burned out and 48% less likely to be looking for a new job. “When people feel recognized and appreciated, they’re more engaged and willing to give their best. Gratitude builds trust and connections.”
Employee appreciation ranges from grand presentations and awards to sincere remarks in the breakroom. Alicia Stensberg, Director of External Performance Review, framed it simply: “Fostering a culture of gratitude starts with genuinely appreciating people for who they are and the unique value they bring.” Even when someone is just “doing their job,” “the quality, care, and expertise they bring deserve acknowledgment.” Gratitude isn’t built on templates. It’s built on sincerity, vulnerability, and the willingness to show people they matter.
Major Props Start at The Top
MetaStar’s leadership models this sincerity every day. Human Resources Manager Susan Gunay said she was “struck by the generosity of MetaStar leaders and the Board of Trustees,” especially their commitment to employee well-being through robust benefits and retirement packages. “It’s clear they care about our employees as individuals and want the best for them,” she said. That top-down example sets the tone for the rest of the organization.
Gratitude—But Make It Personal
Gratitude doesn’t need to be grand to be meaningful. Manny Martin, MetaStar’s Vice President of Commercial Services, recalled receiving a handwritten card: “The note was brief but heartfelt. In an era dominated by digital communication, that simple gesture of taking time to write something personal carried lasting impact.”
Tailoring gratitude to the receiver deepens the warmth. “We really try to understand how individual staff like to be recognized,” said Emily Nelson, Vice President of Healthcare Transformation. Some prefer quiet thanks in a note; others enjoy public recognition, and still others prefer thoughtful gifts. As Wang puts it, “Gratitude should be felt, not just performed.”
Specificity can amplify those grateful feelings and have a greater impact. Nelson explained, “We try to ensure that our positive feedback is specific, not just, ‘Thanks, that was great!'” Wang suggests visiting or checking in with coworkers and team members on a regular basis, especially those who have differing schedules. The best way to learn how someone likes to be appreciated is to spend time with them.
“And sometimes,” Wang added, “it can be as simple as asking someone how they’re doing—and really listening.”
Be the GOAT of Gratitude Practice
Scheduling gratitude helps turn it into an easy habit. At times, MetaStar has invited all employees to use work time to thank colleagues. Nelson recalled doing this during a period of heavy hiring: “I enjoyed putting my gratitude into words for our HR department.” Dedicated time to say “thank you” made it easy to express appreciation she might not have otherwise shared.
Consistent practice makes gratitude natural. Martin doesn’t wait for a special occasion to appreciate his team members. “Whether it’s acknowledging the effort someone put into solving a tough client issue or recognizing contributions that often go unnoticed, I aim to create an environment where appreciation is expressed openly and regularly,” he said. He, Nelson, and Jenny Klink, Vice President of External Quality Review, both model the thankful spirit they hope their teams will adopt.
Incorporating gratitude into recurring meetings also keeps it top of mind. Wang, Nelson, and Chief Operating Officer (COO) Paul Neitzel described “high-fives”—brief, appreciative shout-outs shared during meetings. According to Neitzel, the high-fives “provide an opportunity for folks to think about others they are thankful for, oftentimes across departments.”
High-fives are simple, specific, consistent, and personal—everything effective gratitude should be.
Gratitude in Growth
Gratitude sometimes appears in unexpected ways. When Klink took on leadership of the Operational Excellence team, colleagues thanked her for guiding the group through the transition. She was grateful too—not just for the success, but for the challenge. “Knowing that I can be successful when not comfortable is meaningful to my personal growth,” she said.
Gratitude isn’t always a note or a gift. Sometimes, it’s the chance to stretch, learn, and try something new or scary in a supportive environment—an environment built upon appreciating people for who they are, not only what they do.
Workplace gratitude goes far beyond profits and performance metrics. “Gratitude is about making sure people feel seen, valued, and respected, not just for what they do, but for who they are,” Stensberg said. Wang echoed this, emphasizing the importance of “recognizing the human contribution behind the numbers and metrics.” Creativity, teamwork, effort, supportiveness, living MetaStar’s organizational values, bringing a positive attitude to challenges, and more are all part of the picture. As Neitzel noted, “The feedback isn’t always about the work; it may be about how they go about it.”
Millions of Waves Worth Making
One of Wang’s favorite parts of MetaStar’s gratitude culture is its ripple effect—a cascade of appreciation spreading far beyond the initial encounter. She proudly tells of customers praising the organization’s warm, appreciative energy.
Stensberg sees another ripple: employees feel healthier and more present at both work and home. “They’ve talked about being better able to show up as the best versions of themselves for their families, friends, and children,” she said. “Gratitude and care at work don’t just boost morale; they can truly change lives.”
Neitzel has also seen the effect of top-down appreciation and modeling gracious behavior shaping cross-team work. When MetaStar’s External Quality Review and Information Technology teams collaborated on a major, but stressful, improvement project, both groups “communicated well with each other and displayed mutual respect and gratitude during the journey.” Gratitude smoothed rough edges before friction could take hold.
A Culture Built on Thank You
A spoonful of sugar may help the medicine go down, but gratitude fuels MetaStar’s innovation, creativity, and connections. It shows up in handwritten notes, benefits, personal growth, specific communication, “high fives,” and countless other moments. Its impact ripples out to employees, their families, and MetaStar clients.
At the center of it all is Wang, the proverbial pebble at the start of the ripple. Her advice is simple: “Never underestimate the power of saying thank you.”
Starring…
Jesi Wang, MetaStar’s President and CEO, has worked here for 22 years. She’s grateful for the amazing team at MetaStar and the impactful work they do every day to effect positive change in health and healthcare.
Susan Gunay has worked at MetaStar for five years and is the Human Resources Manager. She appreciates the trust and support management has given her for new initiatives like the Learning Management System.
Jenny Klink is Vice President of External Quality Review and has been with MetaStar for 14 years. She is grateful to work with such smart and skilled individuals who are constantly teaching her new things.
Manny Martin, Vice President of Commercial Services, has worked at MetaStar for over three years. He is grateful for his colleagues– they genuinely care about improving healthcare quality and make even the most challenging projects rewarding.
Paul Neitzel, MetaStar’s COO, has been with the company for 14 years. Paul is thankful for MetaStar’s unique culture and appreciates working with wonderful people to improve healthcare for those MetaStar serves.
Emily Nelson is the Vice President of Health Care Transformation and has been at MetaStar for over 10 years. She is grateful for the work-life balance MetaStar promotes and the flexibility to design creative and innovative ways to reach contract goals.
Alicia Stensberg, a nine-year MetaStar veteran, is the Director of External Quality Review. She is thankful to be part of a team and organization that trusts its people and works towards such meaningful outcomes.