A right state?
In the last of a series of articles, David Preston CEO of Realise explores how to increase employee happiness.
Did the world of work seem so much brighter before the pandemic? Don’t fool yourself. According to Gallup’s annual State of the Global Workplace, few employees were emotionally involved in their jobs. Worldwide, the figure falls to just 15%, with one in five employees sabotaging their own workplace.
The lack of happiness at work can be caused by many factors: unclear goals and guidelines, poor communication, inconsistency between what was promised and what is delivered. However, organisations that encourages learning and development opportunities can increase employee happiness.
Much comes down to an organisation’s purpose, often explained through statements on vision and values. This should be seen as the glue that links the brand to employees. The Gallup study explained: “Companies that have a strong purpose enable employees to identify with the workplace. Such companies are by nature generous and provide opportunities for self-development and learning. They provide empathic workplaces. Naturally, this also increases the well-being and job satisfaction of individuals.”
The results speak for themselves. “The company’s purpose helps one to reach shared goals. Without this single-mindedness, individual agendas soon take over with the result that one loses momentum and progress. This means loss of time and money In the long term, the loss of specific targets will result in uncertainty, and is often followed by loss of motivation and job satisfaction. Who wants to work somewhere where you never reach goals and never achieve great results?”
With so many factors behind the challenges, the remedies aren’t always easy to come by. But the very act of asking your employees how they are, and what they would like can pay dividends.
Our website and partnership with Juno offers advice and guidance, as well as an opportunity for employers to equip employees with the skills and support to reach their full potential. It won’t get rid of the challenges, but it could make your people more willing to tackle them.