A personal reflection
In being asked to write a blog on contribution, and not being a natural writer, I thought I would start with asking Chat GPT how contribution is typically measured. Initially I found the results very disappointing and frustrating as it - perhaps unsurprisingly - came up with lots of generic models to measure an individual’s contribution e.g. Performance Reviews, Compensation & Benefits, Employee Recognition Programs and Advance & Promotions.
So, thinking I had asked the wrong question I tried various other ways of asking. All of which resulted in the same suggestions – which on reflection is not surprising as it will be trawling the same set of information. Which led me back to re-reading the chapter on Contribution in Jess’s book “Happiness at Work: Maximising your Psychological Capital for Success”, then re-reading the entire book in order to refresh my understanding on what we mean at iOpener when we talk about Contribution, which is “what you do” or “the effort you make”. And it's measured by the following factors:
Some of which nicely fit into the ChatGPT categories, particularly what sadly for most is the dreaded annual Performance Review. But not the factors that really make you happy as a person and especially at work: like being listened to, appreciated, respected especially by your boss, being able to raise issues that are important to you, and getting positive feedback: all of which I get as part of the iOpener team.
This resulted in me having, if you will excuse the pun, my own iOpener moment about the times I have been my happiest at work – which I’m pleased to say is now. However, throughout my career this has not always been the case. In fact, thinking about the times I have been unhappiest were the time when my objectives changed on what seemed like a daily basis, literally resulting in me not knowing which way to turn.
Being given what I saw as platitudes on my performance via the frequently bandied about “well done”. Whilst on another occasion, when I really felt my boss thought I was incompetent and when I called me fortnightly review meeting with them “my meeting when x tells me how crap I am at my job!”. Two of these examples had serious consequences for both my mental and physical health. Consequently, it comes as no surprise to me that our research shows that Contribution is the most significant of the 5 C’s when it comes to measuring happiness at work and ultimately leading you to Achieving Your Potential.
So if you do nothing else today, and you haven’t already, please do participate in our research by taking our fast, free survey and get your self-coaching report.
Life is too short to be unhappy in the place you spend the majority of your waking hours – WORK!