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Should You Ask Your Employees if they are Happy?

Research shows that happier people are more productive, more creative, work better on teams, have stronger relationships, and make better managers. Who would you rather have talking to your clients, grumpy people or happy people? Given that the research shows that happier people are more successful and help companies become more successful, why don’t more companies measure and influence employee happiness?

The answer is in the question.  Companies know they can’t manage or control employee happiness, they can only influence it.

  1. People have varying levels of happiness that is influenced by a multitude of scenarios going on in their lives so a company can’t provide a one size fits all or one correct solution.
  2. Measuring happiness is imprecise at best and companies have been taught to look for clear objective measurements.
  3. Most scarily, when companies ask employees if they are happy or why they are not happy, what do they do with that information? It will require hard work from creative authentic leaders to address the real issues people and companies face, but have so far ignored.

 

 Happiness is the Next Step in Well-Being Management

Happiness is known more scientifically as Emotional Well-being and the measurements and challenges are very similar to the corporate push for influencing physical well-being. In the early 2000’s a proliferation of scientific studies began to convince corporations that blood pressure, cholesterol levels, weight, and habits like smoking were indicators that their employees were not physically healthy.  Additionally, these studies showed that unhealthy employees were expensive because of insurance costs, productivity lost to sick days and hospital visits. To be fair, the leaders in most of the organizations also cared about their employees’ well-being and put programs in place to help improve well-being.  Happiness is the next natural step in this well-being process.

Manage Their Minds, not Butts in Seats

Our current day management practices were created in the 40’s for manufacturing businesses. Companies were focused on whether employees showed up, held their position on the line, and how many nuts they attached to the bolts. Today we are managing knowledgeable workers in a totally different environment and our management practices have to evolve.  We can no longer focus on butts in seats. We have to focus on managing the psychology of our people. Positive, excited, and motivated minds are going to be significantly more productive than depressed negatives ones.

Today’s technology enables our teams to work from anywhere. Instead of focusing on where they are working or when they are working, we should focus on whether they are in the best mindset to produce for their teams and the company.  Manage positive minds rather than butts in seats.

 Happiness Measurement is Proliferating

Happiness is being recognized by more and more people, organizations, and even governments.  In 2011 the United Nations created Resolution 65/309 and placed happiness on the global development agenda and they released a World Happiness Report. The National Institute of Management created the GNH – or Gross National Happiness Index.  The UK, India, Canada, Bhutan, and many other countries, as well as US cities have already made happiness measurement a part of their infrastructure. Since 2009, Gallup has been conducting an annual happiness survey. There is a push to measure happiness and engagement on a daily and weekly basis now, instead of an annual basis and companies are springing up all over the world to fill that void. Happiness measurement is here.  It is not a matter of if your company will adopt it but when.

A recent report by Deloitte, titled Trends in Global Human Capital identified culture and engagement as top issues that need to be addressed by organizations. An organization’s ability to create an atmosphere that highlights opportunities for happiness is quickly becoming a differentiator in their ability to attract top talent so they can win in the marketplace rather than falling behind.

Q: Should you ask your employees if they are happy?

A: Only if you care about them and the future success of your organization.

 

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MyHappiness App

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About 

My Passion is helping people become successful and happy. I have found that many people want to be successful but just don’t know how. More importantly, people want to be successful because they feel that reaching some success pinnacle will result in them becoming happy. The research and my experience has shown that just the opposite is the case. Success does not lead to happiness. Happiness leads to success.

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Building Trust with Employees

To build trust with employees:

 

  1. Start in the interview process
  2. Share the things that hurt
  3. Show them
  4. Live your values

 

  1. Start in the interview process – when you are hiring share the bad about the company as well as the good. Tell them what you have to work on and improve and why some people are not happy here. You want new employees to stay. If they make a decision with all the facts, good and bad, they are more likely to stay and they will trust you for being honest with them from the beginning.
  2. Share the things that hurt – don’t just share good news. Share bad news, like losing key employees, losing key clients, or missing numbers, and ask the teams to help with solutions. Employees know enough about what is going on to understand when you are leaving out the bad news. They will lose trust and make up their own stories which are most likely worse than the real situation. They won’t receive the benefit of your plan and leadership, if you don’t tell them the situation and how you will approach it. They will also miss out on vital training to help them handle the same kinds of challenges as managers.
  3. Show Them – Show them you trust them by letting them make decisions and own important parts of the culture and the business. Provide guidance with vision and values and let them figure out the rest. Employees trust executives that trust them. Show them respect and appreciation.
  4. Live Your Values – Don’t spout values that you don’t live on a daily basis. The quickest way to lose trust is to say you value employees or clients and then to talk badly about them or treat them badly. Trust comes from observation of actions not verbal communication. Live what you preach or don’t preach it.

 

 

book_imgRW_Alexias_Legacy_book3d Happiness Hacks Cover

buy from amazon white small

MyHappiness App

Try the MyHappiness App

About 

My Passion is helping people become successful and happy. I have found that many people want to be successful but just don’t know how. More importantly, people want to be successful because they feel that reaching some success pinnacle will result in them becoming happy. The research and my experience has shown that just the opposite is the case. Success does not lead to happiness. Happiness leads to success.

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Share On Google Plus
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Contact us

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