What has the biggest impact on your Happiness at Work? In carrying out robust, meticulous research into the subject over the past 10 years, we’ve surveyed more than 50,000 professionals from 129 countries around the world. And now we’re kicking off a series of blogs about what most impacts everyone’s Happiness at Work, based on our research.
This stuff is so important because we now understand the impact Happiness at Work has on an organization. We know for instance that compared to the least happy employees, the happiest employees are twice as productive, have six times more energy, and intend to stay with an organization for twice as long. And that saves time and money.
So over the next couple of months we’re going to be investigating and blogging about the 10 items which explain the majority of the differences between those of us who are the most happy and least happy at work. We’ll show you how your Happiness at Work is influenced by the feeling that you’re doing something worthwhile, why your trust in the vision of an organization’s leaders matters, and what it means for your willingness to recommend your organization to a friend.
We’ll also talk about how Happiness at Work is connected to:
We’re excited about kicking off these blogs next week, and we hope you are too. In the meantime, here’s a sneak preview of some of them:
Making work interesting
Many researchers have suggested that there are specific qualities which combine to make a job interesting. So in this blog we’ll investigate the three main areas highlighted by the research: empowerment; job crafting; and the ability to seek challenges. We’ll look into how your ability to craft work by adding tasks or changing work processes boosts your interest, and in turn your Happiness at Work.
Having a fair culture
We’ll look at how the benefits of establishing a fair workplace culture stem from the standard set by your organization’s leaders and managers: how what they do and how they lead has a major impact on your sense of fairness and your Happiness at Work. We’ll investigate how research has identified three primary leadership styles, and how they differ in regard to a leader’s focus, communication, and the behaviors they demonstrate.
Loving your job
Do you love your job? We’re going to look at the current model used to understand what makes a person love their job. We’ll investigate how loving your job is related to job satisfaction and engagement, and the theory that it’s made up of three components: passion, commitment, and connectedness. We’ll talk about how the people around you affect you, how your work itself affects you, and what happens to you when you’re emotionally attached to an organization. And then we’ll look at whether it’s possible for this variable to ever change, and how that might be done.
So we’ll be sharing this series of blogs over the next couple of months, starting next Wednesday on the subject of having a fair culture within an organization. We can’t wait to share them with you!
If you want to hear more in the meantime, why not get in touch? We’d love to hear in what ways these insights help you.