Happiness at Work

Happiness and Engagement at the Workplace

There’s a healthy discussion between proponents of employee engagement and advocates of employee happiness. Companies are looking inward while trying to determine which of these should be prioritized. You might find the answer below. We agree with most that both employee happiness and engagement are different. It’s a mistake to believe that they are one and the same. Do they affect productivity? Can one exist without the other? These are just a couple of the many questions organizations are taking seriously. When we searched for the definition of employee engagement, the top result is this – the extent to which employees feel passionate about their jobs, are committed to the organization and put discretionary effort into their work. We searched for employee happiness but didn’t find one definition we were comfortable with. So, we had to ask ourselves how we would define a happy employee. We settled on one meaning with help from Oxford’s English Dictionary’s definition of “happy.” For us, employee happiness is the state of pleasure or contentment felt by individuals at the workplace. In other words, we feel happy at work if we feel good about our jobs. The question is whether we are satisfied, happy or elated? Productivity and Employee Engagement According to a Gallup Organization study, companies that promote engagement experience a 22% increase in productivity. These organizations suffer less absenteeism and turnover. Highly engaged employees have a better understanding of their role and how their work affects the overall picture. Also, they care more for their organization and colleagues. Communication is the key to improving employee engagement which, by the way, isn’t achieved with memos, e-mails, and newsletters alone. Although these can help, leaders and supervisors need to talk to their subordinates more often. Verbal communication is more effective in sharing goals, concerns, and decisions. Feedback is instant and employees are more inclined to participate in a discussion. It doesn’t have to be in a formal setting. Leaders have been known to discuss ideas with employees at more relaxed venues like bars and restaurants. Happiness at Work Winning the lottery will make you exultant despite having to report to a boss you can’t stand. This doesn’t exactly make you happy at work. It’s the workplace conditions, including benefits and compensation, which will determine the degree of employee happiness. Our personal lives have no real bearing on our satisfaction at work. On the other hand, unhappiness at the workplace can drive us to look for jobs elsewhere.

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Encourage Creativity and Innovation

Organizations claim they encourage employees to think outside the box. Not everyone practices what they preach. Many leaders become insecure when their subordinates come up with better ideas. Instead of encouraging creativity, they stifle it. But if you feel secure in your position, always ask your employees for their opinions and ideas. If there are better ways to perform tasks, it helps everyone in the organization. New ideas save time and also improve the bottom line. Make it a practice to listen to any new idea. Don’t dismiss it immediately if it hasn’t been tried yet. Be receptive and make comments later after you’ve made a proper study. Build Personal Relationships Get to know your employees better. Spend time with them at cafes, bars and restaurants. In a relaxed environment, you can find out what motivates them and what they enjoy doing. Who knows, you might even discover hidden skills which can be applied at work. Also, when they are comfortable with you, they’re likely to be more honest. Keep in mind you should be honest with them too. Foster friendships at your workplace. If employees work with people they see as friends, they’re more committed to the team and the organization. They’re bound to strive harder and become more engaging because they want to help their friends. You know this is true as you would always choose to work with people you call friends. Conscientiously apply the steps above and soon, you will see an improvement in your organization. What was once perhaps a group of indifferent people will now be replaced by highly engaged friends.

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Make Adjustments to your Team

Make Adjustments to your Team

Hiring new people is not always the answer. Sometimes, small tweaks can transform your group into a highly-engaged team. First, find out what each employee enjoys doing the most. Assign tasks that are based not only on skill but also on personal preference. Studies show that employees are more productive and become highly engaged if they perform the work they love. Second, include employees in goal setting and allow them to have their say. Don’t expect even the best employees to feel passionate about goals they don’t agree with. Expect indifference instead! On the other hand, having everyone on board has tremendous effects on your team. Each employee becomes more committed to goals they can call their own. Third, communicate with your employees more often. Find out how you can assist them in their jobs. Praise employees when they think outside the box and perform beyond expectations. A simple acknowledgment of an employee’s extra effort might be enough to push him/her to become highly engaged. Make it a habit to show appreciation to your employees. Consider following any of the tips above. Soon, you’ll have a highly engaged top-notch team in your organization!

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