On Employee Happiness

A recent study done by the Law School of Illinois found that by implementing workplace p0licies that create happiness in employees directly impacts productivity and profitability.

That feels like a great big “duh” to me but doing this well isn’t exactly what most workplaces excel at (you and I know this far too well having worked at places that give that a ton of lip service).

Policy decisions at the organizational, corporate, and governmental levels should be more heavily influenced by issues related to well-being — people’s evaluations and feelings about their lives.

What’s neat is that none of this isn’t actually rocket science and doesn’t take dramatic changes within the organization, at least pragmatically, for these things to be implemented:

Employee morale can be increased in the most obvious ways, yet are sometimes ignored by managers and higher level executives.  For example, treating an employee with respect, getting to know employees, creating an employee recognition program, and having regular meetings to address questions or concerns an employee may have significantly improve morale and happiness, and therefore improve productivity.

But, we know that it’s easier said than done. Taking the time out to really get to know your employees takes significant changes from leadership, sometimes at a fundamental level.

I mean, I’ve never met a leader who would disagree with most of these sentiments. I’ve never met a leader who wouldn’t nod in agreement with things like “getting to know the staff better” and generally treating them well. And if (when) you start and/or lead a company, you’d be in that same troupe as well.

The problem is that I just haven’t met many  who actually practice this programmatically in their organizations. It is much easier said than done…

I believe this stuff with all my heart and soul and it’s why I’ve chose to work with many of the more recent organizations that I’ve said “Yes” to. There have been a few screw-ups, of course, and one of the last companies I was with did the worst job ever at taking care of their employees, but I’m over that now and on to bigger and much better things.

If you’re a leader then you should implement these things in your workplace (or start down the path of becoming seriously interested in these things at a fundamental level). If you’re not in a place of leadership and these things aren’t in place… well… it’s time to find another place to work.