“Employee engagement and wellness are finally taking center stage in the business world. For too long, they have been viewed as the responsibility of the HR department and not an integral part of business strategy.”
We applaud the tremendous progress in terms of employee engagement. But what if the word itself, “engagement”, is flawed?
As the quote above states, employee engagement is becoming a high priority. Leaders are starting to realize the importance of measuring and acting on insights relating to the engagement of their employees -- because it’s frankly, good for business.
But think about the word “engagement” for a second. How do you interpret the word? What does it say to you? Does it put the employee, or, the company at the centre? We argue that the company is the focal point, not the people who are driving the company forward.
If you look up the word “engagement” in the Cambridge dictionary it states:
“the process of encouraging people to be interested in the work of an organization”
Let that sentence sink in for a second. What does it convey? To us, it’s about the organization encouraging someone to be interested in the work. The company encourages you to do stuff. There’s definitely something positive about that. But it also resonates that the responsibility to encourage lies on the organization, rather than the individual. We argue that the individual has responsibility in this, just like the organization.
If you’re an employee, you’re part of a value exchange. You do work, which brings value to the organization through its customers. And in turn, you receive value back through your paycheck and other benefits.
Imagine, by contrast, that there was another term, a term that connotes a value exchange, a positive loop, a win-win situation. We believe that “employee happiness” is that term. To put it simply, if employees are happy, the company will be happy.
Our argument is that if people are happy at work, they will be engaged, productive and innovative. There is plenty of science supporting this argument. If people are happy at work, they will bring more value to the organization: a positive loop.
So, our call to action to you: rather than focusing on engagement, concentrate on happiness. You will be surprised by the results.
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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.
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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.
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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.
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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.
Alexander talks about how Frank Digital works towards a happier work environment
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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.