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Happiness at work and why it matters
- 1. Being Happy At Work and why it matters Martin Brooks Director Russell Kelly-Jeans Executive Coach
- 2. What makes you happy at work?
- 4. IPPA – Philadelphia, June 2009
- 6. 1. Why it matters Comparing the happiest employees with their least happy colleagues Focus on task 78% time on task 40% time on task 53% time on task 78% time on task
- 7. 1. Why it matters Comparing the happiest employees with their least happy colleagues Sick leave 4 days / year 5 days / year 0,75 2 days / year
- 8. 1. Why it matters Comparing the happiest employees with their least happy colleagues Staying in job 30 months 9 60 months 35 months
- 9. It’s not just us that believes it matters
- 11. 2. Drivers to happiness at work
- 20. i360
- 23. Happy at work?
- 24. It’s all here
- 25. Being Happy At Work and why it matters Martin Brooks Director Russell Kelly-Jeans Executive Coach
Hinweis der Redaktion
- So why does it matter? Personal Business Why does it matter to me? Let me tell you my story – Happiness = money – it wasn’t true - it was about feeling recognised; growing and contributing This isn’t individual to me – our research shows it’s important to everyone Let’s have a look at what some other people say Look at this – when you hear something relevant to you – stand up
- What was it for you? If you are sat down – find someone stood up and ask them what it was. Tell them something that does make you happy at work Transition – let’s look at the research conducted by iOpener
- 14 focus groups 67 interviews Transition - Philadelphia positive psychology conference – Dr Laurel Edmunds, head of research presented our findings on happiness at work
- IPPA – International Positive Psychology Association Presented this poster showing the outcome of the factor analysis Contribution Conviction Culture Commitment Confidence Pride, trust in the organisation and recognition for your efforts which all of the factors map to. Transition – to agenda
- We have looked at our research journey and our findings Let’s have a look at why it matters Transition – why it matters
- 25% gap between most and least happy group – flag for later Our continued research shows that the gap in focus on task has widened during the recession with the least happy group reporting 40% time on task a drop of 13% And the most happy group still at 78% time on task An overall gap of 38% post recession and 25% before
- 3 days per year more sick leave for least happy group Post recession sick leave has gone up for the least happy by 1 day and gone down to ¾ for the most happy
- Happy people stay longer and deliver more – better return on your investment Least happy people are less productive; have a negative impact on your business – count the lost opportunity cost Post recession 9 to 35 months for least happy 30 to 60 months for most happy
- Significant interest in the link between happiness and performance; other people looking at it
- So why does it matter? It matters because happiness at work drives productivity and performance Happiness at work matters to individuals and delivers value of your business How do we develop happier employee’s? Transition – The key drivers of happiness at work
- What are the components of happiness at work? Achieving potential is at the heart of happiness at work Feeling Proud of what you do and who you do it for – trust in the organisation and being recognised for your efforts are a quick ‘test’ of where you are sitting How proud are you – (1-10) Would you wear a company logo? Would you invite somebody to join you? Do you trust? Are you trusted? (1-10) Do you feel recognised for the effort you make? (1-10) 5 C’s Contribution – the Effort you put in Conviction – feeling Motivation Culture – the degree of Fit Commitment – being Engaged Confidence – having Self - Belief in you and what you do Transition – achieving your potential
- Human’s have an innate drive to achieve their potential Learning new skills – motivated to grow How does this translate into organisational life? Let’s look at the outcome of our research – Transition
- A sense of achieving our potential is achieved when we are Using our strengths Using our skills Developing / sharpening them through learning new things Overcoming challenges – looking back and recognising achievement This presents itself as energy or ‘oomph’ – willingness to put the effort in
- We have looked at Why it matters Key drivers Transition - Let’s look at the happiness – productivity link
- Earlier we looked at 3 outcomes of happiness at work Focus on task Sick leave and Intention to stay Let’s look at the productivity impact of Focus on task
- What does that extra focus on task give you? An increase of 25% would deliver 1.25 extra days per week per employee or 60 days per year Our continued research shows that the gap in focus on task has widened during the recession with the least happy group reporting 40% time on task a drop of 13% And the most happy group still at 78% time on task An overall gap of 38% post recession and 25% before
- Transition – why it matters
- Look at sample report Features Hexagon and triangle Table of score against norm Narrative with suggested actions or questions for each of the 5 C’s Pride; trust and recognition Top and bottom 3 questions Benefits: People at the centre of AYP Self reported diagnostic – with suggestions for change
- For team / intra team diagnostics
- I306 for leaders to test perception of self against others – happiness factors – likely to drive higher productivity and performance
- Transition – why it matters
- Happiness is