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15 Proven Ways to Encourage Employee Happiness and Engagement

Teamwork

Teamwork

As a leader of people you need to encourage happiness in every facet of your business. I’ve created 10 techniques that will help your company be happy and successful.

These are concepts that are easy to understand, but may be hard to apply to your company’s culture. I’ll break them down so you can use them in your company.

1. Be Happy Yourself

Being happy yourself can sometimes be more difficult than making someone else happy. If you don’t know how to make yourself happy, it will be very difficult to help the people you manage to be happier. That’s why I believe your passions should guide many of your choices.

You have to find what makes you happy at work and try to do more of it. If you are a manager and miss a certain aspect of your old job (i.e. more customer interaction), then try to do more of the customer interaction projects and give a part of your job that you dislike to an employee who enjoys the type of work that you don’t.

I struggled with my own work happiness because I didn’t take responsibility for my own emotions. I would let my emotions run rampant, causing me much more pain than I needed to endure. Read my What Do I Do If I’m Unhappy at Work? to get a better idea of how to be happier at your job.

2. Help People See Their Progress

People want to see that their hard work is making a difference in people’s lives. It’s why janitors enjoy their work. They know what is expected of them and how to deliver on those expectations.

That’s what most people need out of their work. They want know that at the end of their day that their hard work mattered. Why do you think teachers are paid more for all their hard work. Most of them don’t do it for the money. They do it because they see their students daily growth and believe in their purpose.

You can show people their own progress by recognizing their hard work. When you notice they know their work matters.

I’m in the process of creating a happiness at work beta program at a reduced rate. It will be a weekly program to grow a happier culture and build stronger teams at work. If you are a CEO, team leader, manager, HR then reach out to me and ask me about how you can encourage more fun and be happier at work.

3. Make Time for Your People

Are you taking the time to listen to their problems and helping them come up with solutions? I know most of my superiors never did this for me.

At most of my jobs, I felt like I was on the outside looking in. I know a lot of people feel this way. They feel like they are the last to know what is going on with in a company.

Every leader needs to make time for his or her people.

You can do this by:

  • Talking to employees about decisions.
  • Asking them about their own issues.
  • Hanging out with them outside of work.
  • Asking them for their opinions.
  • Chatting with them about their personal lives.

Making time for your people might sometimes feel like a time suck, but it’s worth your effort. They will show more loyalty and become more engaged. Zappos, the employee happiness juggernauts, encourage their managers to spend roughly 15% of their day with their staff. They know that it works.

4. Show People the Autonomy That They Already Have

People want more freedom. The freedom to do what they feel is right. This allows them to live their core values and enjoy their work.

What many employees don’t realize is that they do have autonomy.

You need to let your employees know about the perks that they might not be using. Make them aware of the breaks that they can take because it will help them reduce stress and increase productivity. Inform them about anything the company provides that could make them happier.

If the company is too strict then make some changes. We live in a different world compared to just ten years ago. If you want to retain great employees, then you should consider allowing them more freedom and flexibility as long as they get results.

5. Help Them Find Meaning in Their Work

People need to believe that the work they do is worth doing. Otherwise they see no point in putting in extra effort.

A great way to help your employees find meaning is to tell stories that they can connect with. A good story can show a perspective that the employee hadn’t yet seen.

My father is an electrician and has owned Staib Electrical for 40 years. I worked with him through high school and college. I was always baffled by his need to form the wires so perfectly. My dad made sure his electrical panels were like little pieces of engineering art work. One day, after he fixed my work (again), I asked him why it was so important to him to make the wires look perfect.

He explained how he recently received two phone calls from potential clients. They had both heard from a previous customer about the great work he did. He asked them who referred him, and they both named a neighbor of theirs, Mr. Hanken. My father told me about Mr. Hanken’s delighted expression when he showed him his work. Mr. Hanken then bragged to his neighbors, and they too wanted an electrician that cared as much as my father does.

I understood why my dad’s presentation was so important. If he didn’t apply a bit of art to his craft, everyone would think he was just like every other electrician. It separated him from the crowd and as a result people talked him up to people they knew. Word of mouth is the best form of advertising.

From that point on, I applied a little art to every wire I formed.

6. Listen and Respond to Their Emotions, Not Just Their Problems

People often complain just so they will be heard. They don’t necessarily want solutions; they want empathy.

The next time an employee comes to talk to you about another employee, give them what they need emotionally. Let them know that it can be tough work with (fill in difficult coworker here). Allow them to vent.

If they ask for a solution then you can try to find one together, but most of the time they just need an emotional boost, rather than a fix to their problem.

7. Stop Letting Assholes Dictate the Company Culture

One asshole can wreak havoc on a whole department or organization. They are miserable and they want everyone else to be miserable too.

The job of any leader is to stop these people from bringing everyone else down. That may mean helping this person recognize their issues and figuring out a way to become happy. If that doesn’t work, you may need to let them go.

The only way the company culture will support great work is if everyone treats each other with respect.

* #7 was based on the book. The No Asshole Rule (Amazon affiliate link).

8. Encourage Friendships

People need to have friends at work. If they don’t, they are much less likely to stay at a job, feel happy, and be creative.

“Among the 3 in 10 workers who strongly agree that they have a best friend at work, 56% are engaged, 33% are not engaged and 11% are actively disengaged to the point of poisoning the atmosphere with their negativity. Those who don’t have a best friend have slim 1-in-12 odds of being among the engaged. Worse, the best-friendless stand a one in three chance of being actively disengaged. That means they may threaten sabotage or otherwise become a serious drag on the company’s success.” – Del Jones of USA Today Best friends good for business

A manager should encourage his or her staff to hang out with each other. The more people hang out with each other, the more likely they are to find ways to like each other.

It’s helpful if you create opportunities for people to gather outside of work so they can bond. If you are their superior then they may not be able to relax when you’re there, so gather them and take off. Yes, they may complain about you after you leave, but it’s important that they find common ground, even if it’s making jokes at your expense.

Believe me, they will be more supportive, happier and a stronger team as a result.

9. Recognize Hard Work

A boss who appreciates hard work, not just the end result is a better boss. The psychology behind it is simple. If you show people that you are grateful when they work hard they are more likely to enjoy the process.

Many bosses only appreciate the end result. If the end result is bad, then the employee confidence and morale takes a hit.

Show people that you care about their effort, not just the results, and you’ll see an improvement in productivity.

10. Find Out Why People Leave

People usually leave a company because they aren’t happy. Try to find out why they are leaving and what you can do to solve the issue.

I’ve never had an exit interview, but I had a friend who did. They kept asking the question “why” until they got to the heart of the problem. They didn’t want some patsy answer that wouldn’t help them.

Most employees will just want to get out of there, but if you take the time to listen, you may be able to figure out a solution that will help future employees. You may have lost this employee, but you can improve other employees’ happiness so they stick around and do great work.

11. Know Your People

You must know your employees’ strengths and weaknesses. If you keep giving PR work to an employee who hates it, they won’t be sticking around very long.

When you assign work to an employee who enjoys the task, they respect and appreciate you. The happier you make them, the higher quality their output will be. It’s a simple concept, but one many managers ignore.

You must spend time with your employees in order to understand them. Do you know what they do in their spare time? What type of food do they like?

The more you know about the people you manage, the easier it will be to lead them.

12. Have More Fun

Work should be fun. If it’s not, I guarantee your turnover will be high. People don’t want to feel to constricted. They want to know that they can be themselves without fear of being frowned at by managers and other co-workers. The more fun you can encourage people to have, the more creative your company will become.

There are lots of ways to have fun.

“There is good evidence that if you allow employees to engage in something they want to do, (which) is playful, there are better outcomes in terms of productivity and motivation.” – Dr. Stuart Brown, founder of the National Institute for Play

You have to decide within your company’s culture what is appropriate because Naked Friday might not be a good idea. Just saying.

13. Good Managers are Aware of their Limitations as Well as Strengths.

If they know they don’t handle conflict well and lean toward avoidance, then hopefully they have the integrity and courage to recognize their limitations and make dealing with their stuff a priority by learning conflict resolution and healthy communications skills as part of their professional development. Better yet, they might organize a department wide workshop on positive/assertive communications skills (preferably non-violent communications)so everyone can be empowered by learning those skills. Workshops on understanding how different personality/temperament types function at work would also be great ways of increasing understanding and reducing  frustrations.

14. Follow Through Promptly on Policy Issues

Nothing kills a department morale faster than neglecting to attend to comfort factors like temperature control, air quality, ergonomics or anything else that might lead to health problems that could have been avoided), promotion and performance considerations right away.

Procrastinating on getting back to employees about possible promotions, pay raises or performance evaluations in a timely manner does not do much for the respect or trust factor. Good managers, don’t cop out with the “I’ve been too busy with other stuff”, nor do they dump the responsibility for being “proactive” about the issue back onto the employee: they recognize it is THEIR responsibility as the person with the power to hire, fire or promote their people–not the employees’–to have the professionalism and courtesy to respond in a timely manner, whether it’s good news or bad news or otherwise.

15. Set the Example and the Tone

Your passion matters. If you care about them and appreciate their hard work then they will respond with more effort.

Managers who are really interested in fostering and maintaining an environment that is happy, productive and where employees conduct themselves professionally do this by setting the example and the tone–especially in how they handle stress and frustrations.

Managers who consistently back bite other employees in the company, express frustration at others using violent imagery* or other inappropriate language/stress management techniques create a really toxic environment in one of two ways. First, by modeling such behavior, managers are indicating that they approve of such behavior, and many of their employees will adopt the same attitudes to “fit in” or earn brownie points with the boss. (It’s really scary to see this in action!) Second, such behavior does absolutely nothing to earn the loyalty or respect of one’s employees (except maybe to their face) and everything to create an atmosphere of distrust and fear.

*While “imaginary” violence may not actually physically harm a person, the malice/intent to harm is still there even though the action hasn’t actually occurred. It’s both a little scary and traumatizing for employees to be subjected to these kinds of behaviors on a regular basis. Recent social psychology researchhas shown that blowing off steam this way actually leads to more anger and a tendency to depersonalize/dehumanize the object of one’s imaginary violence.

Wrap-Up

The environment at work doesn’t need to be boring or strict. In fact, Southwest, Google, and Zappos are proof that happy employees improve the bottom line.

Bosses, managers, or supervisors have so many tools at their disposal. The research in Inc. Magazine, Psychology Today, and WorldBlu (to list just a few) proves that people who are happy at work are more productive and engaged.

Start by implementing these concepts, but don’t stop there. There are many ways to encourage happiness. Just remember that every organization and group of people are different. Sometimes it takes a few tries to see some progress.

If you are a CEO, manager, or leader at work and want to create a happier and more engaged workplace then reach out to me and ask me about my new beta program to help build stronger culture and teams at work.

Are you a leader at work? What would you add to the list?

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10 Ways to Make this Year the Best Year Ever

celebrate more

celebrate more

Let’s get real right now. You are probably reading this because you aren’t as happy as you could be with your career. You made mistakes last year that you regret. Oh, I’ve been there, plenty of times. Just last month I can think of 5 mistakes I would like to take back.

This year could be the most amazing year ever if you can put a few systems in place. The hard part is not just taking action, but growing your career so your actions create a domino effect that creates more freedom, happiness, and increased income over this year.

I wrote this post because I had a conversation with a friend. He told me he had so much bad luck last year that he just lost his motivation. Luck plays a role in every career, but good luck only happens when you put yourself in the right spots.

Let’s look at what you need to do to make sure you grow your career in the right direction this year:

1. Believe in your talents.

You have talents that others wish they had too. You are where you are in life because of your ability to leverage these talents. Don’t let one bad day or month stop you from believing in yourself. Take the time to remember the good results you’ve been able to accomplish because of your hard work and talent. Reflecting on the positive aspects of your talents will help you remember why people need your help.

Special notice: The Unlock Your Career Happiness Guide is now available. Click here to see how the 7 step process helps my clients become happier and get better results.

2. Celebrate more.

Too often we finish a difficult project and don’t take the time to celebrate our hard work. You need to take more time to celebrate when you work hard on a project. You deserve the reward. You’ll be reinforcing this positive behavior as well as giving yourself a stress relief break that you could use to recharge your internal battery.

 3. Give help when you can.

Improving your career and getting better results for your company (or if your own your own business, your clients) requires a team effort. You can’t do it alone. So remember to give back to people who’ve helped you over the past year. Write them a thank you note, offer to help them with a project, or just jump in and assist if you see they could use your help. This is a great way to build stronger relationships.

4. Recharge your battery.

You only have so much energy to use on high level work. No one can go and go and go. You need to recharge that beautiful brain and body that needs your love. Next time you hit an energy wall don’t power through. Take that time to recharge. Go for a short walk, call a friend, or grab a refreshing drink. Use that time to reset yourself and bring your focus back to doing the work that will grow your career.

5. Appreciate what you have. (AKA gratitude)

You have a finite amount of waking time each day. You can focus on the good or bad. When you appreciate what is good about your life you release endorphins that make you happier. Give this a quick try. Try thinking about 3 things you are grateful for. How does it make you feel? Now try thinking about 3 things that make you miserable. How do you feel? See how this affects your attitude? Your mindset truly does matter.

6. Say yes to challenges that help you grow.

You have the same three options that we all do. You can choose growth, maintaining, or shrinking. It’s really your choice. The only option that I believe is viable is growth. Think about your favorite band. They didn’t settle for that one hit and ride it out. They kept trying to improve on their music. This is the mindset that you need to bring to your career. As long as you know where your comfort level is and how to push slightly past it then you are growing. You may take more of a Turtle approach like me, or you may be more like Tim Ferriss who takes a rabbit approach. Both are good. Both lean toward growth, just at their own pace.

7. Say “no” to tasks that don’t excite you.

Your time is important. You can say “yes” to projects that just don’t light you up inside or you can learn to say “no” to projects that don’t excite you. It is that simple. Really. You just have to learn how to say “no” so people don’t get upset. This is where the gray area comes into play. Instead of just saying “no” try giving the person an alternative solution. You can suggest someone else who is better suited for the particular task, which can make you look good if they deliver great results. If you take this approach, be sure that you follow by offering yourself for a task that suits your strengths. Or you can change how the project is being done so you can leverage more of you strengths, which can help you get even better results.

8. Know that you can make a BIG difference in people’s lives.

You are here on this earth not to just get by. You are here to thrive. You are here to make an impact on others. Don’t believe that you can’t make a difference. If you start to believe this then you’ll start to pull back from helping others. There are an infinite amount of ways you can help others while also growing your career. I believe in win-win scenarios and if you can help people who you admire while also building your network then they win and so do you. That’s a career domino effect that creates layers that you can build upon.

 9. Ask for help when you are struggling.

We all struggle at times. We all have our doubts, but the people that we surround ourselves with can truly make a difference. When you need help, you need to learn to reach out to these people. Find someone who can point out a fresh perspective, or someone who sees something inside of you that’s hidden deep. Go to these people when you are in pain and be clear about how you need help. You just need to make it as easy as possible for them to help you.

10. Visualize where you want to take your career, break it down, and start doing it.

This last one is maybe the most important for most of you. You must understand your “why” before you can take action in your career. If you are wishy-washy you won’t get stuff done. You have to live your core values and know how each task and project helps you grow stronger if chosen well. I struggled to put together a guide that encapsulates my beliefs. I resisted for years because I was afraid. When I finally let go and visualized how my guide would make people’s lives better, the actions became much easier. I focused on my purpose instead of my fears. I stopped trying to motivate myself, and instead I focused on helping people who mattered to me. By helping others find meaning and happiness in their work, I was also able to find meaning in mine.

I’m not perfect and neither is this list.

So…

What advice would you add to help others be able to make this the best year ever? (Just leave a comment and let’s help each other grow.)

* I’m curious to how you feel about your career and how I can help make it better. If you have 5 minutes I would really appreciate it if you filled out this quick survey. Thanks!

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