Happiness at Work

Happiness at work, does it matter? How to achieve it?

This week I had a couple of inspiring conversations with people from all walks of life.

From startup to corporate, from the arts to non-profit, and interestingly, in every single conversation, we ended up talking about issues in the work place. Misalignment, communication issues, management styles, and more.

Time and again I was reminded of what I had just heard earlier this week in Dr. Arthur Brooks’ new podcast, where he listed 6 things companies do, that have the highest levels of employee well-being.

And which, by the way, outperform their peers.

So yes, it does matter.

Now, I bet you’re curious to hear what the 6 things are that those companies do. Spoiler alert: it’s not rocket science, you’ve heard it all before.

And there are many more, but these are the ones from a long list with the highest impact. Are you ready? Here we go:

1️⃣ Innovation: Openness to input and ideas

This one has a lot to do with Psychological Safety, as we’ve all learned from Amy Edmondson over the years. Are people willing to speak up? Are they allowed to make mistakes and learn from them, ie. failing well? Is diversity of thought appreciated and welcomed?

2️⃣ Direct management: Clear, direct communication

Don’t mistake this for micromanagement. What it means is being transparent. Even when things are uncertain, then be transparent about that too. The thing employees dread most is to feel like they are not being told the full story. That’s the ideal breeding ground for rumors, gossip, and other unhealthy behaviors.

3️⃣ Organizational effectiveness: Focus on efficiency and limit meetings

No suprise here. Bureaucracy is a motivational killer and excessive use of meetings is a guaranteed way to make your people miserable. Cut down on them as much as possible. Question the necessity, the attendance, and the duration of all meetings.

4️⃣ Engagement: Invest in employee growth

People generally want to develop themselves. They want to improve themselves, learn new things, take over different responsibilities. It is also a clear way to show that you genuinely care about people.

5️⃣ Emotional connection: Fostering a culture of friendship

No, the company shouldn’t be your family. And you don’t have to become best buddies either, but having an environment that fosters trust is definitely beneficial. And if people feel a bond of friendship, that may also have to do with the sixth and last point.

6️⃣ Organizational alignment: aligning external mission with company culture

People will have a sense of belonging, if their own values and ideals are in alignment with their co-workers and the company at large. However, if leadership and the company create a cognitive dissonance between what is broadcasted publicly and how the own workforce is treated, that won’t work out well in the long-term.

So here you have it.

Any surprises? Which one would you tackle first?