Happiness at Work Archives - Page 2 of 7

Consider Jobs that Focus on People

Awareness, Happiness at Work, Mindfulness, Wellbeing, Workplace Culture / My Holland / Jobs that Focus on People

Jobs that Focus on People If you told someone you were the head of culture of your company, you would get a confused look. The same can be said of job titles like Manager of Well-Being (Delta Airlines) and Director of Flexible Work (Microsoft). The modern workplace has evolved into something that would be unrecognizable decades ago. New priorities required dedicated persons to perform specific tasks. This has led to the creation of jobs and titles unheard of before. Companies didn’t create new job titles only because of current needs. Often, these developments resulted from the recognition that well-being, culture, flexible work, happiness and many others have become more significant in organizations. There will be more hiring for positions that focus on the above. Titles will vary, but the functions will be similar. Here are a few that might interest you. Director of Culture This person is in charge of an organization’s culture. Companies created this position to ensure employees are on the same page with a company’s culture. Employees and not just brands should reflect a company’s vision, mission and goals. Often though, the culture and brands are the same. Well-Being Officer There was a time when organizations were only concerned with their employee’s physical health and safety. But, buying health insurance or the occasional “drinks on the house” no longer suffices if a company wants to show it cares for its employees. Now, companies focus on everyone’s overall well-being at the workplace. So, aside from Delta Airlines, Rakuten and Unilever have added well-being officers to their ranks. Chief Happiness Officer It’s not made up or imaginary. A 2015 University of Warwick found that happier employees are 12% more productive. Usually, the HR Manager is responsible for employee happiness. But in the case of Google, the HR Director and CHO are two different persons. Currently, you’ll find CHOs in large companies. For SMEs, a separate position may not be needed, but looking after the overall happiness of employees is still necessary. Flexible Work Manager Hybrid working arrangements are still trending today. The benefits are undeniable, like paying less rent for smaller office spaces. With an increased number of remote employees, there’s a need for a dedicated person in charge of hybrid work. Setting up procedures, providing guidelines and ensuring open lines of communication are some of the flexible work manager’s responsibilities. So, if you’re applying for a job, try incorporating any of the above functions. It will set you apart from other candidates.

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The Connection between Trust and Happiness

Happiness, Happiness at Work, Leadership / My Holland / Trust

Some organizations still believe that high salaries and generous benefits are enough to keep employees motivated and happy. This might be true. But will you be happy in an environment where mistrust and intrigue are prevalent? Sure, these two exist in all organizations. You can always keep colleagues at arm’s length and maybe trust a few. Given a choice, would you stay or seek other options? Money or material wealth isn’t enough to keep employees. In time, they leave to take a different career path or search for opportunities to find happiness. The last sounds like a cliché, but people prefer to be happy than miserable – even at work. Happiness Means Different to People Several factors make people happy at the office. Among these are the following: • A fulfilling job• Transparency and honesty• Open communication• Flexibility• Challenging tasks• Friends at work• Good work environment There’s a common factor in the above and that is trust. People are social animals who need to be recognized and valued. It’s fair to assume that humans also desire a level of trust to exist in any situation. Leaders may not be friends with their colleagues. But, they will recognize the skills and abilities of their employees. Thus, they believe their staff will get things done. This is what’s known as transactional trust. Other leaders promote relational trust in the office, which encourages the creation of personal relationships. Employees who work with people they like are more effective team players and collaborators. Remember that both types of trust can lead to happier people at work. Trust Matters Employees work harder or smarter when they know their bosses and colleagues have their backs. They aren’t afraid to take risks and try out new ideas. Also, they don’t create unnecessary barriers that prevent good working relationships with coworkers. Conversely, in an environment lacking trust, a worker becomes passive, reserved and apathetic to the people around. An organization with a culture of trust encourages employees to address work problems and their need for assistance. In case of conflict, they don’t fear opening up. Know Your Colleagues What does trust mean to your coworkers? Like happiness, it means different to each person. For instance, will employees view more autonomy positively? It will be if you express your confidence in your colleagues. As a leader, you must verbalize your trust, as it might not be apparent outright. Don’t forget it also leads to happiness.

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The Pygmalion Effect in the Workplace

Happiness at Work, Leadership, Motivation, Workplace Culture / My Holland

The Pygmalion Effect in the Workplace The Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. Perhaps you were in a situation when someone asked you to do something you thought was beyond your abilities. But in the end, you accomplished what initially seemed an impossible task. Expect much from others and there’s a great chance they’ll deliver much if not greater. This is what happened to you. It’s not an isolated case. In many elementary schools, children grouped with brilliant students tend to achieve more. Also, leaders who hold employees to higher standards result in better performance. However, when expectations are lower, results are mediocre at best. Yes, how people are viewed and treated has a bearing on their behavior. This is the Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. So, you might think that all you have to do is expect more from others for them to achieve more. It’s not that simple. The Pygmalion Effect is just one factor. But, before holding colleagues and loved ones to higher expectations, keep the following in mind. >> Be Realistic Are your expectations attainable? Goals aren’t only measurable. These should be reachable too. Asking a sales force to double production by yearend may sound possible to some businesses, but not for others. When you hold people to your expectations, be sure they can achieve desired results. Accountants can’t create a marketing plan unless they have the skill and experience. Besides, that’s not the primary function of a CPA. The key is to understand what each person is capable of doing. So, take time to know them before you set expectations. >> Remain positive If, on the first try, people don’t reach goals, don’t lower your expectations. An employee not succeeding the first time doesn’t necessarily mean a lack of ability. Leaders often communicate what they think of others’ abilities without saying it. They convey their confidence, or lack of it, through nonverbal cues. So, be honest in your continuous belief in employees and their potential. Never fake it. Also, remind them that failure is a learning process. It is one necessary step that gets people closer to success. >> Don’t underestimate self-fulfilling prophecies Negative self-talk leads to self-doubt. Many underachievers need a little push in the right direction. Take time to encourage and motivate with high expectations. When employees realize others have faith in them, their mindset changes and performance improves. Yes, you can! When said with conviction, these three words can change people’s lives. Remain consistent and soon, employees will meet or exceed your expectations.

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Happiness at Work

Consider Jobs that Focus on People

The Connection between Trust and Happiness

The Pygmalion Effect in the Workplace

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