At Workwell, our mission is to help employees feel happier at work.
Today, companies deploying “happiness” or “wellbeing” strategies are often looking to attract talent, to boost employee engagement, as well as to drive a positive economic impact.
According to recent studies, “happiness” at work really does matter.
For instance, Delivering Happiness, a consulting firm created by Zappos, listed happiness investment returns from previous studies: 300% more innovation (HBR), 33% higher profitability (Gallup), 51% less turnover (Gallup), and 66% fewer sick leave days off (Forbes).
At Workwell, we believe that happiness at work can drive positive impact, both for employees, companies and society as a whole.
That being said, the key questions are:
Let’s start from the beginning!
The topic has been widely discussed by experts, from positive psychology to neuroscience and management. We would need way more than one article to cover it all :)
Above is our simple and pragmatic framework around Happiness at Work, built using academic resources and our experiences with partners and customers.
We consider physiological pre-requisites essential to well-being and happiness. Being healthy requires sufficient sleep, healthy food, air and light quality, sufficient exercise, and acceptable noise level, among others. Healthy workspace and food, ergonomic furniture, gym facilities and easy access to preventative health care are examples of what a company can do to facilitate healthy wellbeing for its employees.
Subjective wellbeing can be defined as a balance of emotions where positive emotions overcome the negative.
Let’s take a look at what our emotions at work are impacted by, and some of the actions that can be taken to optimize a workplace environment:
For instance, an easy commute, simple building access, simple space finding and booking, and inspiring design will drive positive emotions.
Happiness is now and with others, as Montaigne once said. Relationships with our colleagues and managers significantly impact our emotions at work! For example, events, interests-based communities, open communication channels with management, tools to promote peer-to-peer feedback can foster happiness at work.
Happiness depends on an individual’s perception of and reaction to external factors. Psychologists have identified bias that can impact our subjective well-being. This also means that we can train ourselves to become more positive by using intentionality strategies. Positive journaling, coaching and e-learning are a few examples of what a company can offer its employees to promote this sense of perception.
Have you ever felt like time is flying while working? Do you feel proud when you answer the “what do you do” question at friends’ parties?
We believe that there is more than health and positive emotions to happiness at work. It is a “combination of feeling good as well as actually having meaning and accomplishment” in your work.
Here are a few tips on how to create purpose for employees.
A clearly stated corporate purpose, a culture driven by it and a Corporate Social Responsibility strategy are tools to give greater meaning** **to employees’ work. This allows employees to feel that they contribute to something bigger and meaningful.
Happiness depends on our sense of accomplishment. Coaching, active talent management and leaving time for employees’ initiatives can all enable this.
"The happiest people spend most time in a state of flow — the state in which people are so involved in an activity that nothing else seems to matter”
Quotes’ sources Martin Selingman, Mihaly Csikszentmihalyi