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THE 4 KEYS FOR HAPPINESS AT WORK

As an organization, working on employee happiness ensures that satisfied employees go to work, but how do you initiate such a movement? 'Happiness is not a luxury product,' according to Gea Peper of the Happiness Bureau. The thought behind this? Not if everything has been arranged within the organization to start thinking about the happiness and well-being for your employees. Turn that around, luck must be in the base of an organization, take it as a starting point, in everything you do, she says in an interview in PW. For years, Gea has worked as a manager and led teams. However, the 'old' work processes do not make her employees happy, and then she started the search for 'how' to work happier.
How do you integrate work happiness? An important side note here is that it is of course the easiest when you nest in your company's DNA from the start, such as Buurtzorg does. But you can also integrate work happiness into an existing organization. However, support has been requested, the management must be open to it. If the leaders of an organization for whatever reason oppose the integration of happiness, it becomes very difficult to make permanent change and it may be more effective to look for another employer. If the management is open to input for work happiness, two things are of great importance:

1 - Appealing vision

Put together a vision on how to integrate happiness into the organization and take everyone into it.

2 - Small steps

Investing in work happiness means change and change is not easy to adopt for every colleague. So make small steps and let your colleagues get used to it.

If there is a shared vision to get started with work happiness and small steps are taken, the 4 keys for work happiness can be worked together.

4 keys for work happiness


P - Purpose
To experience happiness at work it is important that the organization has a higher purpose, a 'why', in which it believes. It is important for employees that they can agree with this higher goal. People want to feel that they are adding value. In this way they will be happy to tell about it. As an organization you facilitate that by a clear reason of existence. In addition, show how their specific job contributes to this purpose.

F - Flow
To get into a flow it is important that employees use their talents and start from their passions, so you become intrinsically motivated. In addition, autonomy and appreciation is a factor that contributes to flow. You want to get confidence in your work from your supervisor so that you have the freedom to fly things that you think is best. Appreciation is then a big incentive. For that reason, successes must also be celebrated, focus on what goes well. Our brains are programmed in such a way that things that do not go well receive extra attention, but this is at the expense of our flow. A good example of how passion can be stimulated on the work floor is how an organization and colleague provided the space to give yoga lessons to the other staff.

FF - Fun & Friendship
People are social animals and we need connection and recognition from the people around us. In short: having fun with your colleagues is not only fun but also extremely important. So look for that connection in the work. For that reason it is also important to select who is going to work in an organization. The employees determine the success and the greater the connectedness the better the result. Then the fun and laughter must be stimulated. Every organization can still improve here. At Zappos they last dragged two real llamas into the office and at yet another organization, the CEO was in the hall suddenly baking pancakes. These are unexpected things that keep you happy and become proud of your organization. Gea also explains the: 'Do Good, Feel Good' action whereby colleagues can make an offer to each other by means of a note. If you come across an interesting offer, please contact that colleague. It makes for nice moments and stimulates encounters with colleagues that you otherwise do not often encounter.

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