We spend a lot of time working, but many of us are unhappy. Workplace stress is a growing concern, which cost British companies £40 billion last year in stress-related problems: accidents, absenteeism, poor performance. Whether we work for ourselves or for someone else, it is increasingly important to find ways to make work a happy place.
What makes us wonder if work is a happy place? Is it the work itself or other important factors?
25% of adults report suffering from insomnia on a Sunday night. This is due in part to the fear of a difficult trip on Monday morning; the prospect of traffic jams, parking problems, crowded buses, and trains makes the start of the week less pleasant. Increasingly, companies are happy to see their staff working from home from time to time or taking a more flexible approach to their day, perhaps starting sooner or later, avoiding rush hour, and minimizing the stress of traveling to the office. Would a carpooling initiative or subsidized parking nearby also help staff arrive at work in a more positive spirit?
- Few people expect to keep the same job for the rest of their lives. This is a rarity, as more and more employees are looking for variety, want to experiment with different companies' working methods, and get a wide range of experience. To keep good employees and make them happy at work, it is important that they are challenged, held accountable, and can take pride in their work. Making sure they are properly trained and qualified supports their ability to do their job and also protects the company's reputation. In addition, having a specific project or regular responsibility can increase a staff member's confidence, commitment, and happiness in their work.
- With so many companies facing uncertainty about their future, any stream of uncertainty descends on the ranks, making staff wonder if they are safe; if they have to look elsewhere, is it worth working hard, and what about their financial situation? All of this can make the team waver and get less excited. Being open and honest, maintaining regular communication channels, can ensure that employees stay loyal and stay on board.
- But rapid growth can also be disconcerting, especially if there are signs that the company's culture is changing or that a relocation movement is coming. Regular briefings and staff evaluations can help identify areas of concern and allow good employees to express their requests for additional training or discuss how they see their future in the company.
- Staff complaints can be a key factor in staff happiness levels. Some people always seem to have one complaint or another; this is how it works. But if there seem to be increasing levels of dissent and discomfort, it is time to investigate what is happening and what is wrong or risk losing key staff members. Large organizations often depend on section heads, directors, and department heads to deal with staffing problems, but what if they are part of the problem? Regular, anonymous staff surveys, an open-door policy, using an independent outside consultant to talk to staff, and find out what they think might help put effective procedures in place and cause disruption to staff.
- Similarly, outdated and out-of-date ways of operating can discourage people. Saying, "We've always done it this way," "If it's not broken, don't fix it," can discourage enthusiastic staff members from coming up with new ideas and force them to leave. Successful general managers will talk to employees to find out what works and what doesn't, ask them about their suggestions for improvement, and find better ways to do things. Pretending to be your own customer can also be a useful exercise. How do your employees treat difficult or challenging customers? How committed are they to doing a good job? Happy and satisfied staff members care about customer service.
- Communication should be a two-way exchange, but in some companies there may be fear or apprehension about expressing anything that could be considered negative, not facing the problem, or being unhappy. As adults, employees must accept responsibility for expressing themselves in a manner appropriate to their situation, but the structure must be created in a place where they feel safe to do so. Sometimes managers are also under pressure and cannot cope with more problems. Is there a place where staff with problems can go with their problems?
- Taking a step back from time to time is a key element in assessing the level of satisfaction of your staff. Check your statistics on illness, absenteeism, staff turnover, complaints. Enjoy the fact that the staff has lived away from work. They may have stressed relationships, health problems, children, elderly parents, financial concerns, or they may be happy and just want to spend quality time with their children, partners, or hobbies. Demonstrating that you respect and understand this will make them feel appreciated and happier.
Maintain a happy workforce by investing in proper training. The result is staff satisfaction and an improvement in their ability to do a good job. Praise, recognition, and appreciation make a difference when people care about their work. Commitment to a happy workforce pays dividends and supports your business and future growth.