Ask any marketing specialist about the pillars of their domain, and they will tell you about the 4Ps of marketing. Unfortunately, not the same thing applies to HR specialists when asked about the employees’ well-being.
Emiliana R. Simon-Thomas teaches the Science of Happiness at the University of Berkeley, California. Also, she writes for The Greater Good Science Center. And we can’t agree more with what she has to say.
In one of their articles, she raises the alarm about work-related happiness. She presents research that shows how up to 80% of employees see their work as something that needs to be endured and not as an enjoyable part of their lives.
So we have to ask ourselves the following question:
Does happiness have to end when the workday begins?
The short answer to that is no - real happiness at work is possible. And this is wonderful news since happy employees are more productive.
For unlocking happiness at work, Professor Simon-Thomas suggests that organizations start using the PERK framework.
As appropriate as the name might sound, PERK is actually an acronym for the four pillars of happiness at work - purpose, engagement, resilience, and kindness. Let’s talk about them one by one and understand the meaning behind each word.
People feel purposeful when they are doing something that they believe in. This is a general truth regardless if we are talking about day-to-day lives or about work.
Therefore, if you are a team leader, you must improve how you communicate the company’s mission and vision. Each member needs to recognize the organization’s direction and strategy. This way, they can understand the true purpose of their work.
Furthermore, as a leader, you should continuously ask your peers questions. Learn what drives them and coach them accordingly. Work together to find those exact tasks that have meaning to them.
This way, the employees will feel connected to their core values and will love what they do.
Studies have shown that people tend to be very disengaged regarding their jobs. They don’t enjoy what they work, don’t take part in any decision-making, and don’t really care about the final result.
The truth is that to find happiness at work, employees need to be engaged. But try to see beyond the whole employee engagement hype. Because focusing only on engagement is the wrong approach.
As a leader, you need to find ways to enhance your team members’ creativity. The easiest way to do so is by designing engaging and reasonable tasks for them to fulfill.
The dictionary defines resilience as the ability to recover quickly from difficulties. Yet, in this context, resilience is about getting better at what you do. It is about overcoming challenges without self-criticizing or blaming others.
As a leader, you will need to find a way to promote awareness and mindfulness among your people. Moreover, you will need to be an example of resilience for them to follow.
Teach your team members how to handle setbacks at work and to instead focus their energy on learning from these situations. Also, foster a culture where your peers can easily detach themselves from work and take time to recharge.
The final point should be natural and, therefore, an easy one to achieve. Being kind at work is not about charity. It is about treating your colleagues with dignity and respect.
From the management’s perspective, it is about offering feedback, sharing resources, and giving credit. Furthermore, it is about avoiding the use of influence to gain power.
Educate your employees on how to improve cooperation and how to more effectively work as a team. By doing so, they will be able to work in a climate that makes them happy and productive.
Everything you’ve just read probably sounds very logical. Even so, you might be surprised to find out that your employees have very opposed thoughts about their status quo than you.
This is why it is so important to take time and understand your team members. Ask their opinion on the matter and find solutions for each individual.
Use this framework to increase the well-being of your team members. And just as the framework’s motto says: “PERK up your happiness at work.”
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
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.