Happy employees are of course more satisfied and engaged, but they are more productive, loyal, better at solving difficult programs, and less sick.
Small things matter when we are talking about Workplace Happiness.
Did you know that for instance it has been found that good access to coffee and tea is vital to ensure employees stay happy and that two dollars per person on fruit and chocolate will raise productivity by almost 20% for a short period of concentrated work?
But Workplace Happiness is not just something that is created with free food and foosball tables in the office. People do care about those nice treatments as well. But they also like and expect this that their managers care about them and notice them, understand their needs and respect them. Research has shown how employees whose expectations are met by their employer are happier at work and they reciprocate in kind. They demonstrate higher levels of commitment, they are more willing to ‘go the extra mile’ in their work.
You probably have heard the following comparison that
happy employee = happy customer = happy shareholder.
That is why it is important to know what makes our people happy. No matter what we do we shouldn’t underestimate topics like organizational culture, communication, collaboration, work flexibility, etc. For some people (you can disagree in here if you want) those so-called soft topics are a matter of laugh. They do not want to talk about purpose, values, and culture; because they do not see that it matters. But I can prove that it matters:
For instance, according to Delloite, organizations that create a culture defined by meaningful work, deep employee engagement, job and organizational fit, and strong leadership are outperforming their peers and will likely beat their competition in attracting top talent. Gallup’s State of the America Workplace report reveals that engagement climbs when employees spend some time working remotely and sometimes working in a location with their coworkers. Another study found that companies that promoted collaborative working were 5 times as likely to be high performing. And it has been found that workplace communication has different advantages starting from higher workers productivity, higher job satisfaction and lower absenteeism and turnover rates.
So yes, this how we treat our people has a significant influence on their happiness and engagement as well to their productivity.
But how to know are your people happy? The answer is, measure it. You can’t improve what you don’t measure. So here is what I would recommend you to do:
– conduct at least one a year Employee Surveys to measure people Engagement and Happiness, consider adding questions like ‘do you have a best friend at work’ to your survey.
– use Performance Reviews to give and get feedback, do them at least once a year.
– conduct town hall meeting to share information and encourage communication and open dialogs.
– use Happy or Not reviews when wanting to measure people happiness and satisfaction with some specific topic, like how happy they are with food in canteen or coffee or tea.
– run Polls on your intranet or in your corporate social media sites (like Yammer) or internal social media groups to measure their happiness and satisfaction.
Leave your comment to share how do you measure your people happiness.
Sources used in this post: