“ The electric light did not come from the continuous improvement of candles. “
A Note on improving Job Satisfaction at the workplace.
Happiness is a state of mind. This is a fact.
What dilutes the happiness in the mind has been measured and researchers have found the top five factors. These are interlinked and have a huge impact on performance at the workplace. Burn out & attrition are the outcomes for any inadequacy of the 5 factors.
The role of Happiness in Job Satisfaction. Or vice versa.
We can all be better at work if we know that most employees are mindfully happy people. This is the first step.
Most hiring is focussed at functional skills. Getting the job done is the priority. But we also do not want to lose great teammates and leaders to unhappiness. Measuring Happiness At Work helps in understanding the root cause of unhappiness. For those who have issues, we dig deeper using the second level of discontentment at work through the VoE (Voice of Employee) Survey. This helps in two key ways;
1. Happiness At Work is not a performance study; atleast not on the face of it. So, there is higher acceptability and novelty of approach. It segments leakages in performance by measuring Happiness.
2. Engagement initiatives with clear understanding ensures targeted programs to improve engagement. It lowers engagement costs while making engagement more effective as performance efficiency.
There is a clear need to measure Happiness levels of all employees. There is also a need to understand factors of unhappiness among the unhappy ones and do higher engagement practices using VoE surveys.
Happiness focusses on the state of being; VoE focusses on the core cause with respect to present workplace.
The role of Happiness & VoE in achieving performance through teamwork
o Happiness At Work surveys enable finding out the segments which are the cause for greatness or chaos in any team.
o VoE acts as an efficient parameter in hiring, L&D strategy, engagement & WLB* policies.
o Higher composition of happy employees creates productive teams with lower attritions.
o Helps management in strategizing people management and job role fitment/internal movement.
o Happiness improves innovation & creativity, fostering openness in teams that lead to faster learning and lesser conflicts.
o Happiness is the best way for Employer Branding in the market of millenials, for whom happiness matters among the top 3 factors for choosing an employer.
*WLB – Work Life Balance
Using SPANE (Scale for Positive and Negative Experience) across the three states of Past, Present & Future, we measure current and causal happiness factors to decode the mantra for higher Job satisfaction and happiness within employees. For example, higher GRIT can bring improve sales for the organisation by over 37%, productivity by 31% and innovation and creativity more than doubles. Millennials seek happiness as a key quality factor at the workplace today to work and play. Once the state of mind is discovered, it becomes easier to find what segment is the cause of mental discomfort and take relevant action.
The VoE (Voice of Employee) Survey helps understand the motivation and expectation conundrum. Employees have 2 segments spread over the three states that explains unhappiness; once the state is understood, a further deep dive using VoE helps uncover the precise areas where the employee needs specific critical engagement practices. Under VoE, it is observed that the QTM factors are important for both the employer and the employee. Both seek Quality, Time & Money as factors to engage as a reciprocal expectation.
Customers will never love a company until the employees love it first.
Do you want to discuss Happiness at Work ? Do drop is a query at firstname.lastname@example.org / call in at 73496 62320