Have you ever heard of that old saying stating that a problem shared is a problem halved? If you haven't, you should know that this aphorism goes all the way back to times when mental health was not a priority. Yet, it states a profound psychological truth.
Today, therapists worldwide agree that sharing a problem with others is vital. Discussing an issue makes people feel more confident about finding a solution. Thus, it induces a level of optimism that helps to reach a resolution.
Now, the reason why we chose this topic is because we want to raise awareness on the matter.
The number of people suffering from anxiety and depression has increased tremendously in the last decade. More precisely, 264 million people are diagnosed with depression each year. And, unfortunately, only a few get treatment for their disease.
So, there's no wonder why in 2015, the United Nations declared worldwide happiness as one of the 17 goals to be achieved. Regardless of the good intentions, just as when fighting hunger, reaching a positive state of well-being is not a walk in the park. And the biggest obstacle is the daily stress people have to deal with.
Research shows that, in America, the number one cue for stress is related to job pressure. This includes work overload, tension among co-workers, and hostility coming from their leaders. And unfortunately, the situation is not better outside the US borders.
Nowadays, many organizations offer free therapy visits for their employees as part of their benefits. Some even have in-house psychologists. We want to salute these efforts as they are amazing initiatives.
But what if, instead of treating anxiety after it occurs, leaders would focus on preventing it? What if companies would take a step forward and ask their employees how happy they are with their jobs? Would that make any difference for the overall well-being of the people working there?
Yes, it would.
Furthermore, treating people’s anxiety and depression won't automatically turn them into happy human beings. The best scenario would be helping an anxious person become an unconcerned one who simply doesn't see coming to work every day as a burden. But an unconcerned individual won't be happy with their lives and most definitely won't shine. An unconcered employee would only function for a while before they would be back to square one and in need of therapy.
With all this data in the discussion, we turn ourselves to you, the leader reading this article. We ask you to take the time and understand why your employees are feeling down. We ask you to let them share their dark thoughts with you. We ask you to be the one that halves their problems.
So, don't wait for the situation to enter a toxic loop. Anticipate the reasons that could affect your team members and help them bypass the hurdle. By doing so, you won’t only improve your company's performance, but you will also take a significant step towards achieving the worldwide happiness goal.
What makes a good leader? What springs to mind when you hear that question?
It's no wonder our minds are simply too weary, too tired to focus. The result? We end up being labeled as quiet quitters
Over the years, we have repeatedly raised the alarm, explaining how costly it is for organizations to have high turnover rates.
Studies show that, on average, within each working hour, employees check their emails 30 times. Yes, that means every two minutes.
Too many leaders take the easy road. They copy-paste management approaches from other companies in their context.
Studies show that, in fact, many companies don't manage to achieve a response rate of more than 50%.
The person you’re coaching finds their own path to excellence. It’s simple to explain but difficult to master.
How many employee survey tools do you think are out there? Can you even grasp such a number? Don't worry if you can't.
At Hapkey, we’ve used the following workshop to surface unhappiness factors and to — empower — the team to fix problems themselves, rather than you, the manager, being the “fixer”.
Inflexible return to office policies is hammering employee experience scores.
Simply put, the customers' satisfaction rate is directly connected with the employees' journey.
Specialists say that humanity already lived, back in 2020, through a recession triggered by COVID-19. However, it is considered to be the shortest downfall in history.
The modern leader is the one that shows the problem to solve and not the one who explains how to solve the problem.
It’s no secret that the COVID-19 pandemic has shifted the world, making companies review their ways of conducting business.
Each day, more and more companies realize the importance of happiness at work, understanding its vital role in retaining the labor force
By the end of 2021, more than 4 million employees had quit their jobs in pursuit for better opportunities. And that left a big vacuum in organizations.
A recent statistic shows that almost half of the surveyed workforce claims that their lives have been altered in the last two years
Recently, we raised the alarm on the Great Resignation. We took the chance to discuss the matter and offered some tips on how to tackle the issue. Yet, this being such an important topic, we decided to extend the discussion.
The secret for a successful business is to actually manage to keep the employees within the company, not just bring them into the team.
Feedback is not a one-way road. You don't only ask for the employees' opinions and leave them hanging. You have to also be able to start a conversation based on these insights and act upon them.
Ask any team leader about the decisions they make when it comes to leading their employees, they will tell you that everything they do is to benefit the organization.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment.
Each organization is unique, and its culture is cultivated in every single interaction between employees.
There is no such thing as private and professional happiness. There is just one universal happiness formed by multiple parts.
There's no secret that in order to have high-performing teams, all members need to be happy.
To be successful in business, you need more than talented people on your team.
More than often, leaders are being perceived only for their management skills.
As a general rule, people don't usually like showing off their vulnerabilities
Does happiness have to end when the workday begins?
We went looking for answers. This is what we discovered.
Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members.
Sadly, on average, people tend not to be very fond of their jobs. They see their work as a necessity but not as something enjoyable.
Management has no idea that their employees are unhappy and are ready to abort the ship
People have become more acutely aware that we need to have a digital way of working relating to HR.
Always follow up with your employees to understand their situations and problems that they might face.
Rather than focusing on engagement, concentrate on happiness.
Alexander talks about how Frank Digital works towards a happier work environment
Marija shares her story of using Hapkey at Ombori.
Hapkey's CEO, Marcus Castenfors, had the pleasure of interviewing Henrik Kniberg this week.
Hapkey's CEO Marcus Castenfors joined the podcast "Fika med oss" this week to talk about employee happiness and organizational change.