Looking back two years ago, not many companies offered their employees the possibility of working remotely. The reason? Organizations feared that allowing people to work from home would lead to a decrease in productivity. Well, let’s just say that their doubts were not far from the truth, but it really depends on the type of work we are referring to.
Research shows that people who are assigned boring and repetitive tasks are more likely to get distracted when working outside the office environment. Yet, when it comes to creativity, a more relaxed work climate produces better results.
Even with this data, up until 2020, only 5% of Americans were working from home for just a couple of days per week. Then, the COVID-19 pandemic hit, and the number increased up to 30%. And it was a full-time work-from-home schedule.
At first, employees were energized by the chance of working from home. And this was regardless if their assignments were repetitive or creative. Furthermore, they were thankful for not being part of one of the 100k organizations forced to go out of business. So all this combined increased their productivity, making companies rethink their approach. This is why, today, many enterprises go with a hybrid work model - they allow their employees to split their working time between remote or in-office
But recent studies show that employees are not as happy with this situation as they were initially. They grew farther apart from some of their colleagues and now lack the desire to be part of meetings. The classic stand-ups turned into video calls which then turned into vague emails or instant messages.
Also, this period made people choose to collaborate with co-workers with whom they already share a strong connection prior to the pandemic. In other words, employees became reluctant to team up with new colleagues, causing an individualistic mindset. This equation caused a “stagnation loop” which affected the dynamics of the whole organization.
Unfortunately, developing egocentric traits is not desirable for any of the parties involved. It doesn’t only lead to poor team results, but it can also lead to depression.
Truth be told, even after more than a year, the pandemic crisis is still far from being over. Plus, this social distance moves employees into a more self-centered state by the day. So, from a leadership perspective, the situation doesn’t look too bright.
However, things don’t have to be so dramatic. As a visionary leader, you need to find a way to bring your team together regardless of the work environment. You have to make them shine and act as a team no matter what. But to do this, you need to understand that only checking their status on a recurring video conference is not enough. You need to figure out why each member is growing more distant and how you can nudge them on the right track. You need to learn what makes them unhappy. Because happiness brings engagement, and engagement brings people together. And that is the real key to successful business environments.
Unlock the secrets to reviving an unhappy team: Dive into strategies that transform workplace vibes and boost productivity.
Embrace innovative mentorship and bridge the gap between traditional approaches and the dynamic needs of your team members
In any organization, success fundamentally relies on the efficacy and productivity of its teams.
Recently, I came across a quote that really resonated with me: "Coaching is no longer a specialty. You cannot be a good manager without being a good coach."
A while back, I had the opportunity to read Barbara Kellerman's book "The End of Leadership." And that got me thinking.
There's this old saying, "there's a first time for everything." And we totally agree with that statement.
At Hapkey, we want to create a solution that gives teams more abilities to drive continuous team improvement, to be used by the leader and their team, not by the HR department.
Blue Monday, the third Monday in January, is often considered the most depressing day of the year.
It's the beginning of the year, so we decided to make a retrospective of 2022.
When it comes to human interactions, staying unbiased is no easy task. And that’s natural.
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.
Discussing an issue makes people feel more confident about finding a solution.
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.