Employees who are content with their jobs are more likely to be loyal to a company and to be more effective and engaged at work. In the workplace, happiness has a powerful influence. According to Albert Schweitzer, “happiness is the key to success; success is not the key to happiness.” Despite this widely held perception, corporations frequently view employee satisfaction as a trivial matter that has no bearing on gross margin. The fact that previous studies have mainly used other positive emotional characteristics as a surrogate for happiness and muddled the connections between happiness and work results is also problematic. A recent Time Magazine article was primarily concerned with happiness (Time 2018).
According to a study by the international staffing company Robert Half, 50% of those surveyed have left a job due to a terrible boss. Younger workers, who are less likely to follow a lousy leader, are disproportionately affected.
Many positive organizational effects are expected to arise from encouraging contented employees. For example, employee satisfaction is probably closely tied to organizational commitment. Employees who frequently feel content both at work and outside of it are likely to be happy in their jobs for the long term. Employee satisfaction is likely to drive motivated workers to go above and beyond in offering excellent service, increasing productivity, and increasing commitment (Naudé et al., 2016).
With this due consideration, employee happiness significantly influences how satisfied employees are with their jobs (Opatha, 2019 ; Satuf et al, 2016 ). Positive life and work outcomes including life satisfaction, sound health, excellent work performance, and commitment are all associated with happiness. Productivity and employee happiness are frequently positively correlated (Oswald, Proto, and Sgroi 2014) . Employee satisfaction may have an impact on how well they perform at work. Organizations must therefore make every effort to increase employee happiness to improve job satisfaction and engagement, which will in turn help to improve each employee’s performance. Beyond organizations, nations started tracking their gross national happiness to gauge their economic success. According to Montes and Bhattarai (2018) , Bhutan demonstrates that “gross national happiness is more essential than the gross national product.” The pros of workplace happiness for both companies and employees are;
- Increased productivity
- Higher creativity
- Good health and well-being
- Less workplace stress
- High motivation
- Increased work satisfaction
- Less turnover rate
- Increased retention rate
- Fewer workplace accidents
- Lower health care costs
Nobody desires to work for a company with a destructive culture. Most of the workers simply want to be valued and acknowledged for their efforts, have job stability, have strong personal connections within the company, have a chance to grow professionally, and have the opportunity to thrive. Only 40% of the three billion individuals who work in our world say they are content with their jobs. More awards and recognition, a promotion, a bonus or the implementation of a bonus structure, flexible work schedules, a positive workplace culture with approachable staff, and assistance for professional growth are all efforts that employees long for.
Below are some of the workplace depression factors highlighted.
- The misfit employee: Their current employment does not allow them to succeed.
- Working parent remorse: Employees who wish to spend quality time with their children yet must work to support the family.
- Financial issues: If an employee’s income is inadequate, it can contribute to stress and despair.
- Outrageous demands: working more and longer hours. It can disrupt their family life and lead to sadness.
- Harassment at work: Workplace bullying is a genuine issue, and it’s only worsening because many employees don’t address it.
- Low motivation: When an employee’s hard effort is unappreciated, it leads to depression.
The following are strategies to promote happiness at work in order to prevent workplace depression;
The Workforce Learning Report from LinkedIn indicates that 94% of workers think they would stay at a firm longer if it merely made an investment in their training. Investing in your employee’s growth and development is the best method to convey to them how much the company values and appreciates them. It’s critical to comprehend how to upskill your workers over the coming ten years and give them the tools and assistance they need to succeed. You can learn more about your employee’s priorities for their career path through one-on-one conversations. Are they keen to take on new tasks, projects, or challenges? Which workshops are they interested in registering for? Do they value opportunities for internal mobility? Employee retention is typically 5.4 years for businesses that perform well in internal mobility, compared to 2.9 years for businesses that struggle with it.
Talented people, according to McKinsey, want three things in particular: strong leaders who will empower them, a company with a wonderful culture, and a job that makes a difference. Therefore, to keep high-potential personnel, it is essential to work on improving the three areas described above rather than making unrealistic promises.
Employees shouldn’t have to work hard to win your trust, and if you hold them too firmly, you’ll end up losing control. Giving your staff the flexibility and accountability to act morally demonstrates your confidence in their talents. Prioritize results over working hours. Ensure responsibility and have faith in their capacity to complete the task.
When it comes to business culture and behavior, your staff will take after you. Your team members will feel pressure to always perform professionally if your interactions with them are solely stern and formal. Be honest about your past transgressions and learning situations. When appropriate, sprinkle in some self-deprecating humor to let your staff see you as approachable and human. Employees are more motivated and accomplish better work when they are happy.
A prejudiced manager is disliked by all. Employees want to know that they are employed by a meritocratic organization, where awards and promotions should be equitably given based on performance and effort rather than on connections, rank, tenure, age, or job category.
The desire of workers is to be appreciated and heard. Negative results including as stagnation, tardiness, and burnout result from not listening to staff. Take employee input seriously and honestly seek it out if you want empowered teams who are highly engaged and productive.
Employing effective leadership practices, making investments in diversity and inclusion (D&I) training, putting anti-discrimination laws into place, assisting employee resource groups, promoting team meetings, and other strategies are some approaches to promote a more inclusive workplace. A good method to help folks feel more at ease and like they belong at work is by using inclusive language. You’ll encourage increased employee involvement and joyful faces all around by providing a psychologically secure work environment.
Employees who feel appreciated for the work they perform will be more engaged at work, which will lead to more contributions, new ideas, and goal setting. Employee appreciation at work also ensures that a high-caliber workforce is attracted to and retained by the company.
The success of the company is strongly impacted by how an employee feels at work. Therefore, you must keep them content if you want your firm to succeed and to retain and recruit the finest staff. How could you detect if your staff members are content? Utilize employee surveys to get frank and anonymous feedback from your staff. Their responses give you a solid idea of the general level of employee happiness in your organization and help you discover any urgent issues to address right away.
Internal politics, rumors, and negativity can destroy the harmony of your team. When a new employee joins the team, consider more than just their output. Take note of their interactions with other team members and their demeanor in general. Watch out for any possible personality problems. If you see an issue, fix it right away. It’s common for large teams to form cliques or small groups of like-minded individuals, but keep in mind that this shouldn’t have a detrimental impact on the team’s chemistry.
Any organization’s success depends on having contented employees. As an employer, there are a few crucial things you can do to support employee satisfaction at work. Ensuring that employees feel heard is crucial. Encourage open dialogue and give staff the opportunity to offer suggestions. Encouragement of a healthy work-life balance is also crucial. Ensure that staff members can take breaks and utilize their vacation time. Honor employee achievements and provide them with chances for advancement. Offer competitive pay and benefits, and that’s it. These actions can help you establish a joyful and effective workplace.
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