To be successful in business, you need more than talented people on your team.
Amy C. Edmondson is a Professor of Leadership and Management at the Harvard Business School. In her book, ‘The Fearless Organization’, she explains how simply hiring skilled or brilliant employees is not enough. She makes it crystal clear that this approach will not put the organization on the path to success.
Of course, intelligence and knowledge are essential. Otherwise, companies wouldn’t fight and spend fortunes on recruiting the best candidates. Yet, that is not all that it matters.
Professor Edmondson points out the key to thriving business management is to innovate and create safe psychological environments. These workplaces allow team members to take risks. In these contexts, people are not afraid of making mistakes and speaking their mind. But, statistics show that workplaces are far from being psychologically safe.
According to research, 33% of people don’t share their work-related opinions simply because they lack self-confidence. Furthermore, more than 20% constantly feel that they are not heard by their leaders. Thus, they believe that even though they know they have a good idea, it won't make a difference.
As you can imagine, as talented as they might be, these people don’t help the product develop and become better. And that happens because they don’t speak their minds.
So, the key to a flourishing business is to foster psychologically safe workplaces.
Creating such environments can only be done by you, the leader. The best approach is to coach by example. Be the first one to start the discussion and encourage your people to articulate their opinions. Understand what is driving each and every one of your team members and guide them on the right track. Only by doing so will you be able to help your organization bloom.
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.
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.