You know, like no other, that people are people, not numbers. Like numbers, they all bring specific value. Especially the engaged, empowered, happy employees.
Value for customers, for colleagues, for teams, for the organisation, for society.
Benefits
Investing in happiness @ work has many benefits (see The Oxford handbook of happiness)
- Higher Quality hires
- Increased Loyalty
- Increased Productivity
- Increased creativity
- Improved collaboration
- Improved resilience
- Value on stock market is 2% higher on average
Yes, happiness is an investment rather than a cost
Similarly, research shows (see Gallup) that engaged people:
- Are much more committed to work
- Will come up with innovative & improvement ideas much more often
- Will recommend their organisation as employer much more often
Not only is the impact on sustainable results for the organisation indisputable. Enriching people’s life also serves society.
Happiness @ Work is the 2nd most important contributor to happiness – the only factor with a higher impact is a good marriage. Hence, for many, it is THE most important contributor.
How to approach?
Contrary to what many believe, employees (or people in general) cannot craft happiness nor engagement all by themselves. Neither can managers (or organisations in general). It requires both parties. Organisations can be a powerful enabler.
Very few companies excel in happiness or engagement. Research by Gallup in the US shows only 30% of the employees are engaged at work. Still a long road ahead. Alas, a one-fits-all approach does not exist.
Depending on the situation, needs, culture, … one of the following ideas might help
- Defining purpose & values
- Increasing available time for human interactions by eliminating waste
- Improving trust
- Allowing vulnerability
- Implementing aspects of self-managing organisation such as described in Sociocracy, Scrum, Deep Democracy or Holacracy.
- Reducing frustrations caused by administrative bureaucracy
- Improving communication within the organisation (like meetings & e-mails)
- Creating a culture of small improvements & innovations
- …