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Guest Blog From Ray White and Wayne Irwin: Happiness in the Workplace

Culture Guest blog Happiness R. Michael Rose Success


Happy employees enhance the overall performance of an organization.  However, studies show that only 1 in 5 employees (20%)actually report being happy at work.  So that means that approximately 80% ofemployees are unhappy at work and therefore, negatively impacting the performance of your business.  Companies are now beginning to recognize the changes in employee attitudes and are focusing on improving the culture of their company.

First, let’s start with WHY you should care about the happiness of your employees.  As mentioned above, happier employees are more productive and will provide higher benefits to your business.  Research shows that employees or are less happy have higher absenteeism, are less productive, and have higher turnover in your organization.  An intentional program to improve employee happiness can reverse these negative trends.

One interesting note is that HAPPINESS becomes a virtuous circle for your employees and your business.  Happier employees are more satisfied with their lives, enjoy better health, live longer and have better relationships which leads them to be more engaged and productive employees which helps them be happier.  Additionally, HAPPINESS is contagious.  Happy employees on your team will encourage others within the organization to be happier – thus continuously driving improvements.

According to Martin Seligman, a leader in Positive Psychology and the Science of Happiness, happier employees:

  • love their work and find it meaningful
  • consistently give all that they can
  • work collaboratively with others

Happier employees also provide better customer service which leads to more loyal clients and a stronger business.

While it has a significant impact on business performance, like most things, establishing a culture that drives employee happiness isn’t rocket science; however, it does take a bit of effort and focus on doing a few things all of the time.

Here is a formula to help guide your efforts.  PAM C. – Purpose, Autonomy, Mastery, and Connection.

  • Purpose – provide a vision of the future and something bigger than themselves for the team to achieve. Ensure that employees know the “Why” of their position and the company.  When people have a purpose, they are excited and driven.
  • Autonomy – provide the team with Autonomy wherever possible.  Give them the vision and let them figure out how to get there.  Involve them as much as possible in the goal setting and planning and leave the day to day tasks to them.  Let high performers run teams or do jobs their leader would normally do.  Autonomy as a reward creates loyalty and internal motivation that external rewards like money don't provide.
  • Mastery – give everyone the tools and opportunities to be successful.  Tools can be coaching, equipment, training, applications, etc.. Create opportunities to grow and learn new things.  Encourage the team to take on challenging projects, get special training, and learn from other departments.  Provide a career path that is clear and they believe they can accomplish.
  • Connection – people need a level of connection and collaboration with others.  Leaders should connect to their team in a human and personal way.  Create opportunities for the team to connect with each other and bond together to form a stronger team.

Happiness is not just good for the employees it is good for the company.  The same things that make employees happy make them better at their jobs.  Any company would love to have employees that have a purpose, can work and make decisions independently, are consistently improving their skills, and work well on teams.  Create success through happiness.


Read more about Ray White and Connecting Happiness and Success here!

Find his book here!


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