An important consideration for many of us is whether work is satisfying - or even makes us feel happy.

The research suggests a range of things help to make us happy at work, obviously there is an aspect of 'person-organization-job fit' - in other words, what makes one person happy may not suit another. But on the whole, things like having some meaning to the work, some amount of autonomy, work that is not too repetitive/boring (this varies a lot, some people prefer to know what is going to happen next!) and regular feedback, all helps.

I developed a little 'circle of happiness' that could be extended to include other things - I attach a draft here and would much appreciate comments.

What makes you happy at work?

Attached Files

Happiness Wheel.pdf (193.1 KB, 5 views)

__________________
Dr Stephanie Morgan
Crosslight Management
www.crosslight.co.uk

To add meat to the chart, I though I would ask you to consider this:

Do you feel motivated most of the time? Do you really enjoy your work? And do your employees? Does it matter?

Well, research suggests that it does. Happiness at work increases involvement and enthusiasm, and these have been shown to reduce employee turnover, increase customer satisfaction, enhance safety at work and increase productivity too. So what can be done to increase the chances of engagement and happiness?

Apart from the fairly obvious things around giving fair rewards, treating people with respect (including positive approaches to workforce diversity) and good working conditions (often classed as ‘dis-satisfiers’ in the psychological literature as they cause problems if they are not present but do not increase satisfaction) companies can help by offering:

 Regular feedback
 Clear goals
 Leadership that enhances trust and pride
 Variety and good use of skills
 Opportunity for control
 Positive working relations amongst colleagues

These help to take work beyond ‘satisfaction’ and develop behaviours that lead to organizational success. Interventions that can enhance the level of meaning in the work, reduce negative relationships and help employees feel valued, will pay dividends – and the good news is – having fun at work has now been shown to be good for your health (and the organizations)!

__________________
Dr Stephanie Morgan
Crosslight Management
www.crosslight.co.uk

Great post

I can not work in a repetitive work environment. Some people enjoy repetitive work.

My current job gives me a different challenge everyday. Resolving customer I.T issues around the UK and some parts of Europe.

Personally, I can not stand repetitive work. I love to learn something new daily

__________________
The Web Directory l Link Bid

Thanks for this GKD, I think you make an extremely important point, that some people may prefer repetition, like to know what is going to happen every day, and hate surprises.

Interestingly, I understand that one of the core founders of the Happiness / Positive Psychology movement, Martin Seligman, has changed his mind a little about focusing too much on happiness. Carol Craig, at the Centre for Confidence and Well-Being is suggesting a broader view that looks at well-being is more suitable, and I think it certainly is the case at work.

You can see an interesting blog about it on:

Centre for Confidence and well-being Carol's Blog

Have a look also at my blog on 'stewardship and management' I think it is relevant.

__________________
Dr Stephanie Morgan
Crosslight Management
www.crosslight.co.uk

Hi Stephanie

I hope it's not too late to reply to this post - I notice you posted it last August!

I would definitely add the extra 2 spokes and include Control and Clear Goals on the wheel.

I, for example, have had a couple of clients recently whose happiness has been significantly negatively impacted at work by their perception of their ability to have sufficient levels of control over their work.

Clear goals and importantly having 'bought-in' to those goals as a result of being included in the goal setting process is vital in ensuring that individuals are motivated and happy to set about achieving those goals.

Just my pennies worth!
Em

a sense of control counts for so much i feel

Just found this post, so thought I would reply too !

I think this is very interesting. I've always been facinated by what does and doesnt make people tick at work. As a Chartered Management Accountant, I did a fair bit of study in this area and much of what steph talks about rings true and reminds me of the 20th century psychologist and management theorist Frederick Herzberg and his early theories on what he called 'Hygiene' and 'motivational' factors in the workplace. Basically, what things 'maintain' us at work (salary, status, policy) and what things we desire to function at a higher level in our job (responsibility, achievement, recognition).

One of the real issues I think many companies face (particularly when they begin to grow and one set of people are setting the policies and another set of people are actually actioning them on the ground) is that personalities really matter in this area. Its no good stating a company values its staff or that it is introducing a new/reinvigorated policy to motivate its staff through 'autonomy, variety, 360 degree feedback etc etc' if the line manager that the changes or improvements should be delivered through simply doesnt have the personal skills or desire to motivate in the first place.

The people issues here can be really complex, with some managers having different agenda's that may fly in the face of what is trying to be achieved by the company. For example, a manager may not want to allow too much autonomy and responsibility based on their own job insecurities. We've all seen the scenario in the workplace - an underperforming team, that on closer inspection is infact an underperforming manager holding back their team to protect themselves from exposure.

I hate to say it, but some personality traits and personal agenda's will never sit well with the style of management that aims to maxmise staff well being (and therefore increase production/performance etc). A whole pandora's box of issues can be opened up in these cases.

My overall thought in this area is that you can introduce all the motivators in the world to try and encourage happiness in the workplace, but if you dont have the right managers, with the right soft skills set putting them into practice they are totally worthless.

kath

__________________
gamagesaccountancy.com
affordable, capable, modern - We offer a no fuss national service at no additional cost to you.