Each organization is unique, and its culture is cultivated in every single interaction between employees. In other words, the employees are the ones who shape and define the workplace atmosphere. But an ever-so important factor that links the whole group together is the leader. The leader’s responsibility is to guide, steer, nurture, coach and of course, lead the team. And one of the most important facets of leadership is knowing what makes every team member stand out from the crowd, its unique strengths. But what does that actually mean?
When defining personality, psychologists say that every person is born with 24 character strengths. Growing up, each of us develops these strengths differently, making us one of a kind.
That's why job interviews don't focus only on technical aspects. Research shows that a high IQ and a good knowledge base are not enough for outstanding achievements. The traits that actually matter are self-determination, self-discipline, and grit. Therefore, progressive HR specialists will tend to look for gritty and resilient people to hire. But is that enough to make a company shine? Sadly, no.
An organization with teams full of individualistic employees doesn't correlate to success. The reason behind this fact is a simple one. Getting people to work together for the same purpose is challenging, regardless of the project's nature. For a group to perform well, the members need to sync and be happy with their task at hand.
Based on science, the 3 character strengths most correlated with one's well-being are hope, gratitude, and love. In turn, the bottom character strengths linked to happiness are prudence, judgment, and self-regulation.
Therefore, as a leader, you want to work with people who love what they do, have high hopes for their careers, and are thankful for the opportunity they are given. You most definitely don't want to surround yourself with individuals who are afraid to speak their minds and are judgmental with everyone around them.
So once again, we feel the need to highlight that the secret glue keeping a team together is happiness. Furthermore, we want to underline the fact that happiness is a collective feeling. Thus, you should make sure that the optimistic thoughts are the ones that spread within the team.
This being said, let's put the dots together. As a good leader, you should know what motivates your team members and what your employees' personality traits are. As a good leader, you should empower the pessimists and help them get past their hurdles. Finally, as a good leader, you should encourage your team members who have their hearts set on the goal and help them spread their enthusiasm with their co-workers. Yet, none of this is possible without you, the person in charge of their guidance, truly knowing the human behind each job post description.
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.
Discussing an issue makes people feel more confident about finding a solution.
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.