• Sarah Happel, MS, MCC

The Value of Leading Happy Employees

Whether we are driving along the road, shopping for new shoes, or eating out, “Now Hiring” signs are everywhere. From small businesses to multi-billion dollar companies, leaders are faced with an unhappy workforce leaving in droves. Over 75% of all workers are actively searching for a different job (Smarp). Over 85% of employees who stay are not engaged at work. These are huge, costly numbers hurting morale and bottom-lines across the globe. What do we need to be happy at work?

BELONGING

Building a strong sense of belonging can have a profound effect on people. According to qualtrics, people who feel connected to colleagues and their organization’s mission are almost three times as likely to have a greater sense of well-being: 78% versus 28%.

How do I create it?

  • Advocate for everyone’s voice to be heard by listening to differing viewpoints with respect.

  • Role-model curiosity: read, learn and ask questions about others not like you.

  • Promote diversity: create and celebrate events to highlight underrepresented groups.

TRUST

According to Forbes58% of people say they trust complete strangers more than their own boss. Do I come across as sincere, reliable and competent? If any one of these areas of trust are broken it can negatively affect our happiness at work. Employees working at high-trusted companies experience 74% less stress and 106% more energy at work. (HBR)


How do I build it?

  • Encourage employees to manage team members and execute projects in their own authentic way vs yours.

  • Allow employees to choose which projects they'll work on based on what they care about.

  • Show up human: be transparent, show vulnerability and ask for help.

RECONGINTION

Our clients at all levels tell us the biggest conversation missing at work is “Thank you.” Almost 70% of employees say they’d work harder if they were better appreciated and 37% of employees consider recognition their most important happiness factor. Over 50% of employees believe being thanked by their managers drastically improves relationships and builds trust with their higher-ups. (ProofHub)


How do I do it?

  • Share gratitude. Often. Congratulate your team on their contributions. This can be a confidential call, kudos at a meeting, or a shout out in the company newsletter.

  • Be thoughtful in acknowledgements: Share pride points in detail – What happened? How long did it take? Who was involved? What was the final result? Slow down and savor the success.

  • Create recognition traditions whether it be message boards, gifts, or allotted time with leadership. Take the time to celebrate milestones and special days.

Increasing happiness at work doesn’t have to deplete your budget. Saying “I see you,” “I trust you,” and, “Thank you,” is what’s truly priceless. At the end of the day, being seen at work is what makes us really happy. Here are articles we found helpful on the topic: Belonging: The new top driver of employee engagement in 2021 10 Shocking Workplace Stats You Need to Know The Neuroscience of Trust Surprising Stats on Employee Recognition You need to Know If you would like to receive impactful leadership tips and tools in the coming months, be sure to join our email list. Thank you for being on this journey with us.

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