How to create Workplace Happiness?

workplace happiness
picture: pixabay.com

There are thousands of things that can make people happy.

There are different kinds of people, so you must bear in your mind that one size doesn’t fit to all.

One way to make your people happy is to ask from them, what makes them happy. You can include that question to your next Employee Survey and/or talk to your people to find out what they want.

But before you go and run your own survey, take your time and read about my thoughts. So here is what I believe that make people happy.

 

Hire for attitude!

It all comes down to and starts with the recruitment. So this is why you should take recruitment topics seriously.

You can teach skills that the person needs to do the job, but to change attitude… Well, basically you can change the person’s attitude but it takes time, a lot of time. You can probably even teach language faster that change person’s attitude.

This is why you should make sure that you invest your time and energy into hiring right people, with right attitude. You want person with the attitude that suits best to your organization and to the team and matches with your values and culture.

Studies confirm that our coworkers influence us more than we think. For instance, when you put a fast worker next to a slow worker then it tends to speed up the slow worker instead of slowing down the fast worker. But for instance toxic workers negatively influenced their neighbors’ performance. If a toxic worker sat next to a nontoxic worker, the toxic worker’s influence won out, and the nontoxic worker had an increased chance of becoming toxic.

 

Respect your people!

Everyone wants to feel valued.

Everyone wants to be treated fairly. Treat your people fairly, threat them as equal partners not as tools. Some companies have even gone even so far that they don’t call their people just their employees but have given other title. For instance, at Starbucks they call their people ‘partners’, and at Disney they call their people ‘cast members’.

People want to be treated equally no matter of their race, religion, gender, age, or other characters. People appreciate and value companies who respect diversities and are socially responsible. These kinds of things give human touch to your company.

 

Listen to your people!

We all want to be heard.

So talk to your people. Ask for their opinion and listen to what they have to say.

We listen what our customers are saying, we are following keenly what our competitors are doing and bench-marking ourselves against to other employers. But it is time to find out what our own people want.

Not everyone can afford to be like Google and we shouldn’t. Not all people want to work for Google, despite the fact that Google is one of the most attractive employers in the world.

People have different backgrounds, they want different things. To know what they want you need to know them, to learn what their interest are, what motivates them and why do they work for your company.

 

Empower your people!

Most people appreciate it when you trust them.

People also tend to like to have more autonomy at work. Employees with autonomy tend to have greater job satisfaction. This means having some control over their work, such as managing their own time and making decisions on what they do when.

As Simon Sinek says, “Empowered employees have the power to make decisions without a supervisor. They are entitled to go off script, bend the rules, do what they see fit if they believe it is the right thing to do for the customer. More than any other kind of employee, the empowered employee is able to create a feeling of true customer service that ultimately yields much greater customer loyalty.

So empower your employees. This way you make your people happy and keep your customers happy as well.

 

Give them feedback!

Notice your employees, say ’thank you’ to them!

It sounds like a cliché. Yet, from my experience – the presence or absence of these words is what truly can make or break all your engagement metrics.

At ISS we conduct Leading Service with a Human Touch workshop where we teach to our managers with follow thought:

Good performance if not noticed, will go away.

Poor performance if not noticed, is there to stay.

Have you noticed it yourself that when you do something great, go the extra mile or come out with an innovative solution, then the feeling of pride is even stronger when someone notices it and says some kind words. And, have you felt that when you have done something great and someone even doesn’t notice it then at the end of the day you think, what is the point? Why should I go the extra mile when no one notices or cares?

The same feeling applies to your employees.

All great things start from small beginnings; that is why it is important to notice details and start with small steps.

 

 

I believe that these are some of the things that employers can to to create Workplace Happiness!

Do you believe that as well? Leave me your feedback and comments what works for your organization. How do you make your people happy?

 

Articles used in this post:

https://hbr.org/2017/02/want-to-be-more-productive-sit-next-to-someone-who-is

http://smallbusiness.chron.com/benefits-employee-empowerment-1177.html

 

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2 comments

  1. What is the attitude to a happy employee? Avoid the Envy of Others!!! How can they be happy if there is still so much to do? Does your organization’s culture support the feeling of happiness in the company?What do we need to be a lucky team leaders? What skills, competencies and personal qualities should be? What kind of managers and leaders you are looking for? What are job adverts? I invite you to brainstorming.

    Like

  2. What’s the difference between engagement and Happiness at Work? Happiness at Work is a mindset that helps you maximize your performance and achieve your potential, whether you are an individual, team or organization.

    Individuals want to be responsible for and own their personal Happiness at Work. They know that it belongs to them and not their managers.
    Now this is typically very different from employee engagement which is generally owned by managers who are responsible for their teams’ annual scores.

    Why senior leaders working in tough circumstances will often report that they are highly engaged but unhappy at work? And their intention to quit scores can be surprisingly high. In other words people are thinking “I’m working so hard and for such long hours, I’ve got to be engaged in what I do. But I’m certainly not happy.”

    I invite you to brainstorming.

    Like

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