Recently, a study that started in 2011 presented an actual scientific link between high-performance teams and the level of happiness of their members. We find the results extremely eye-opening, especially since the study focused on teams from the USA, Netherlands, UK, Taiwan, China, and Australia.
Although different countries were being taken into consideration, the result was the same. This means that people are alike on how they perceive their jobs despite the cultural differences.
If the conclusion had ended here, we would still have considered this finding important. However, there is more to be discussed.
The researchers found that when it comes to work groups, the state of well-being becomes a collective feeling, regardless if we are talking about happiness or unhappiness. Because of this shared perception, it takes just one person to positively or negatively influence the whole team's satisfaction level.
For instance, if one person is reluctant to cooperate with their colleagues, that will draw the whole team into feeling wary regarding the project’s meaning. On the other hand, if a team member comes to work with a positive vibe and desire to progress, their thriving appetite will spread and be amplified. This applies especially to the team leaders as they are the spine of the whole team.
Furthermore, the connection between team members and how they manage to work together is directly influenced by how people socially interact with one another at both a professional and a personal level.
But how can you measure a team's productivity as there is no actual unit for this purpose? By simply looking at concrete outcomes such as profit, return on investment, and sales. All these realizations are achieved by the group as a whole unit and not by each individual. This means, once more, that every member can stir the wheel towards success or failure.
We were very aware of this final bullet point before, but now, since it is backed by science, it is more relevant than ever - this climate we were talking about is very much determined by the kind of role model the team leaders are and how good they are when offering advice. Actually, the team leader is the only one who has the power to assist each member of the team to emerge and become engaged in their collective purpose.
So, after reading this study, we have drawn two conclusions:
To wrap things up, it is our strong belief that it is your job as a team leader to let each member of your team understand how important they are for the project and make sure they interact as best as possible with their colleagues.
Take your time to appreciate if the people you’ve teamed up, are compatible and suited to work with one another. Having two very good specialists in a team doesn’t automatically mean they will be good for the project. More importantly, take your time to learn what makes your team members unhappy and try to solve it together because, for maximum performance, all team members need to be happy. And this was scientifically proven.
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.
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.
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.
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.