How to Make the Business Case for Culture & Happiness in the Workplace [Delivering Happiness + The Good Jobs Webinar]
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Over a decade of research shows that happiness in the workplace directly relates with engaged and productive employees. Building a Culture of Happiness is becoming one of the biggest competitive advantages in today’s economy. Happy employees who work with passion and purpose perform at consistently high levels, multiplying their effectiveness and raising business outcomes. During this webinar, The Good Jobs teams up with Delivering Happiness to show you how YOU can become an advocate for building a Culture of Happiness at work. We know intuitively that happiness matters. After attending this webinar, you will have everything you need to share WHY building a Culture of Happiness has significant value (bottom-line) for your company.
![Betsy Rowbottom
Co-founder, Chief Culture Officer
thegoodjobs.com
Sunny Grosso
Coaching & Culture Chief
deliveringhappiness.com
Hello : ]](data:image/gif;base64,R0lGODlhAQABAIAAAAAAAP///yH5BAEAAAAALAAAAAABAAEAAAIBRAA7)
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How to Make the Business Case for Culture & Happiness in the Workplace [Delivering Happiness + The Good Jobs Webinar]
- 2. Betsy Rowbottom Co-founder, Chief Culture Officer thegoodjobs.com Sunny Grosso Coaching & Culture Chief deliveringhappiness.com Hello : ]
- 3. Our Hour Together: • The ROI for happiness at work • How to become an advocate for happiness at work • What metrics matter for measuring happiness & engagement We’ll have Q & A at the end – please share your questions! [Yes! we’ll share this deck with you, too ; ]
- 4. Interactive tools: • We want to know what you think! Vote early and often! • Check out the Questions section on the GoToWebinar tool bar Share anything! We want to get to know you & address your questions. Tweet! Tweet! Tweet: #happyculture
- 5. In 2010…
- 6. The Good Jobs is an employment branding solution for attracting and retaining candidates that fit your company culture.
- 9. Delivering Happiness Culture consulting using the science of happiness and best practices
- 10. Happiness, delivered. 39% MONTHLY SALES 92% UNPLANNED ABSENCE 250 COMPANIES 30 COUNTRIES
- 11. Let’s connect. First name? Where are you joining us from? One word: weather? Type it in the question box!
- 13. Do you work someplace where happiness is valued? (pop-up chat question) Yes / No / Depends on the day We want to know you.
- 14. “CULTURE”
- 16. What are some of your goals in life?
- 17. OUR BRAINS ARE HARDWIRED TO SEEK HAPPINESS. YET WE’RE SUPERBAD AT PREDICTING WHAT CAN SUSTAIN IT. I’ll be happy when I get ________.
- 19. HAPPINESSSUCCESS
- 20. 10 orgs I 2,000 teams I 142,000 employees Successful OrgHappy Employees How’s that formula hold up at work? * Harter et al. 2010, Causal Impact of Employee Work Perceptions on the Bottom Line of Organizations
- 21. 10 orgs I 2,000 teams I 142,000 employees Successful OrgHappy Employees 2x more impact How’s that formula hold up at work? * Harter et al. 2010, Causal Impact of Employee Work Perceptions on the Bottom Line of Organizations Invest in employee happiness = Invest in org success
- 22. *gallup
- 24. Source: 2015 Gallup ENGAGED employees work with passion and feel a profound connection to their company. They drive innovation & move the organization forward. DIS-ENGAGED employees are essentially “checked out.” They sleepwalk through their workday, put time – but not energy or passion – into their work. ACTIVELY DISENGAGED employees aren’t just unhappy at work; they’re busy acting out their unhappiness. Every day, these workers undermine what their engaged coworkers accomplish. 67% US Workers
- 26. Beyond money… 60% more quality defects 49% more safety incidents
- 28. Talent is in the driver’s seat. • Continuing economic recovery • Unreasonable job expectations • Employee “discerning” attitudes • Talent shortage • Skills gap Bottom line: Increased competition for talent
- 29. These factors make CULTURE, HAPPINESS & ENGAGEMENT critical for recruitment and retention! ++ Talent Environment: 2015
- 30. Making the Business Case for a Culture of Happiness
- 31. What are your goals in life? Human sense
- 32. Happiness is seriously good for business. HAPPINESS IS A SERIOUS BUSINESS Scientific sense
- 33. positive emotions BROADEN AND BUILD THEY’RE ABOUT OPPORTUNITIES INTERNAL MOTIVATION THEY HELP US THRIVE NEGATIVE STATES THEY’RE ABOUT THREATS EXTERNAL MOTIVATION THEY HELP US SURVIVE Your brain on emotions negative emotions NARROW OUR FOCUS
- 34. WE DO OUR BEST WORK When we’re happy we’re more… CREATIVE INNOVATIVE COLLABORATIVE ADAPTIVE PRODUCTIVE Your brain on emotions
- 35. 300% more innovation (HBR) 44% higher retention (Gallup) 37% increase in sales (Martin Seligman) 31% increase in productivity (Greenberg & Arawaka) 125% less burnout (HBR) 66% fewer sick leaves (Forbes) 51% less turnover (Gallup) Business sense
- 36. 300% more innovation (HBR) 44% higher retention (Gallup) 37% increase in sales (Martin Seligman) 31% increase in productivity (Greenberg & Arawaka) 125% less burnout (HBR) 66% fewer sick leaves (Forbes) 51% less turnover (Gallup) Business sense
- 37. Business sense
- 38. Fortune’s 100 best workplaces vs S&P 500 Business sense
- 39. Secret formula
- 41. An environment
- 43. YOUR CULTURE IS YOUR BRAND… PSST, YOUR CULTURE IS SHOWING Is culture nice or need
- 45. Ok. So, how do you get people on board? Yes yes yes, we agree!
- 46. It wasn’t all bestsellers and busses… It’s all about the right conversations
- 47. 1. Know your challenges. They think it’s fluff They care, but don’t know where to start They don’t see how it effects business They don’t want to change the status quo They don’t want to admit there’s a problem
- 48. #1 reason for resisting change People don’t want to give up something they value Ask what they value, and speak to the head and heart. Heart Head
- 49. 2. Talk metrics. This deck is yours! We’ll share it with you. The soft stuff is the hard stuff.
- 50. Then talk your metrics
- 52. Happiness at Work Survey NIC MARKS, TED SPEAKER Tool. Metrics of happiness
- 54. Culture is strategic! Bags fly free. Freedom to fly. Highest loyalty in the industry
- 55. 4. Talk using tactics What are your org’s problem spots? How can you design solutions with culture?
- 56. Systems are usually not enough! • Impact Strategy/CSR • Product & Service Design • Marketing & Brand Design • Hiring & Onboarding • Benefits, Perks, Incentives • Learning & Development • Rewards/Recognition • Feedback & Evaluations • Group Meetings • Internal Communication • Physical Space & Décor • Culture Branded Products • Organizational Structure • Company Events
- 57. 5. Sometimes, words are not enough Use visuals and metaphores!
- 58. Are you advocating for culture change or happiness at work? YES / KINDA / NO Pop-Chat Question!
- 59. CULTURE to attract, hire, and retain
- 60. (what people brag about to friends) Bonuses Benefits Fit Flexibility Wellness Programs Prizes Fun PTO Extreme Perks Trust Career Development Surprises Happiness Meaningful work Community Involvement Purpose Culture
- 63. A bit about us. And how we can help ; ) Great, what next?
- 64. What we do. speaking coaching consulting tools & design
- 65. How we do it.
- 66. Your Roadmap to sustainable culture change
- 67. We’ll pick a few of your most popular questions Let’s do some QnA
- 68. Friday, March 20! (first day of Spring) promotes the idea that the pursuit of happiness is universal.
- 69. Join us this Friday ;] IDoH [CO]WORK HAPPY HOUR
- 70. What is one thing you will do? #happyculture Join us now
- 71. THEN DO.
- 72. Did we cover everything you wanted? YES! MOSTLY NO, TELL ME MORE ABOUT _______ How was it for you?
Notas do Editor
- PUSH RECORD!!! BETS We are super excited that you are here – and we want to cover lots today – so let’s jump right in and get started!
- BETS/ SUN HIYA!! I’m Betsy Rowbottom, co-founder and Chief Culture Officer at The Good Jobs. We launched the Good Jobs about 2 years ago to help companies to use their cultures – what makes them unique --- to attract and retain great talent.
- BETSY Here’s what we have in store for you this hour together… so you know you’re in the right place, and what to expect : ) Oh, and! We’ll share the ppt with you too. Fyi so you know for your organized note-taking side… we’ll share how in the end
- BETSY Don’t want a one way street, want to hear from you too! We’re big on connection, one of the elements of happiness at work. GoToWebinar has a polling feature which we will be using – it’s a bit clunky, so it will look like we disappear but I PROMISE we’ll just ask you to share your feedback and vote – AND then, we’ll share results and return back to the slides. Also, throughout the presentation, we’ve asked a few members of our teams to help with your questions and Tweets, so please engage with us. We would love to hear what you’re thinking for the next hour.
- BETS Before we dive into the presentation – I want to talk about what inspired me to be part of the Delivering Happiness movement In 2010, the CEO of Zappos, Tony Hsieh, wrote a book called Delivering Happiness. The book inspired me. It made me think about how EVERY COMPANY has a unique culture. It’s not about being Zappos – it’s about Zappos example to be authentic. The Good Jobs was created to help companies to be really transparent about their culture so job seekers can get an insider’s view of that company – through the lens of culture. Delivering Happiness and The Good Jobs collaboration was inevitable!
- We created The Good Jobs to help companies to ATTRACT great talent like you. Most companies share their cultures AFTER you start working there. We think that’s backwards. The most successful employers need to share all the great stuff they do for their employees and their community BEFORE someone applies for a job – it’s the only way you’ll know if you will be a good culture-fit. Some companies already do this – companies like Zappos and Google invest in building unique cultures – but every company has a unique culture – just most don’t communicate it. The Good Jobs is changing that.
- We work with companies of all sizes to help them to leverage culture as a way to attract great talent.
- > from 2010 book > woah! Sold 600k copies, world responded to idea of happiness, at work > bus tour, talking to ppl about happiness> > global movement 100 countries > ---- 600k+ copies (550K+) 5X #1 best seller … NY times and WSJ 20+ languages world was hungry for idea happiness, started hearing from ppl was more than book about bz, book about life
- 2011 DH the company was formed to inspire passion and purpose for a happier world company and a movement purpose to inspire passion and purpose, for a happier world we offer culture consulting that uses the science of happiness and best practices from companies leading the way in culture
- Worked with 250 co’s in 30 countries since launched 2010 These are some of the co’s… And we’ve seen results like these… ---- Aug 2011 DH the company born
- SUNNY talk to each other, call out callers, make connections! ie i lived there one summer, my parents are there…
- BETS Both Sunny and I have been overwhelmed by the response to this webinar – so many people are curious about How to Make the Business Case for Happiness at Work.
- Ok – so we’d like to gauge the pulse of happiness in the workplace and understand your reality. Does your company talk about HAPPINESS? Or do you work somewhere that HAPPINESS feels frivolous?
- BETS Merriam Webster declared “Culture” 2014’s word of the year. Use of the word culture to define ideas in this way has moved from the classroom syllabus to the conversation at large. EVERYONE IS TALKING ABOUT CULTURE – but few companies understand how to define their cultures.
- why happiness? why 1200 of us here today to talk about, how to talk about it! Bz world changing, bz paradigms past are no longer creating same results, WE NEED NEW TOOLS to create results to compete today Happiness not traditionally been one of those tools (at all!) in fact, the opposite is traditional, that work is a means to an end, the end being something like, happiness We know we feel good when we’re happy, but the last decade of research has show us we don’t just feel good, we WORK GOOD Seeing that Happiness is not just fluff, also seriously good for bz
- Let’s bring it down to a personal level to start- look at the role of happiness in our lives today Take a moment to think… Why why what will that get me >> happiness comes down to same thing - - happiness Whatever goals pursuing in life, universal & core reason is bc we think will make us happier All differ paths same destination
- Turns out we’re hardwired to seek happiness, it’s in our DHA But science tells us we’re superbad…
- Most of us go through life following a formula something like this- success >> happiness we’ve been taught work hard, make money, buy things, success = happiness work hard enough, earn the title and money you need to be successful, and you’ll be happy and there is some evidence that success and money increase happiness … the research shows if we raise levels of success, our happiness increases… to a point. Then happiness flatlines. the science is stronger… the other way aound… raise levels of happiness first…. we’ve got it the wrong way around!
- AUTO- AUTOMATE the science is stronger… the other way around – happiness more consistently leads to success raise levels of happiness first - and success continues to rise with it, also see every single pos bz outcome raises – not a little, a lot! How does that hold up at work? What’s the relationship bt happy people, and the org? Does happiness really lead to success of the organization? ---- But we like money! And how can such an established formula be wrong. Can we afford to be blissfully ignorant?
- So does that formula hold up in an organization? Do happier employees lead to more successful organizations? That’s exactly what they set out to do in a 2010 study of 10 orgs and over 2k teams, 142k ppl They analyzed data to see if happy employees actually caused the org. to be successful [ANIMATE] Or . . .if the opposite was true – that a successful org caused employees to be happy. [ANIMATE] The study found support for both ideas . . . But one was stronger than the other [ANIMATE] In fact, the researcher stated that influence of happy employees on a successful org was twice as strong as the influence of a successful org on employee happiness. [ANIMATE] … what this tells us is, when prioritize emp happiness, invest in organization’s success seems clear, happiness is a win-win for employees, and for the organization. YET… most companies are not doing this… ----- Additional notes: Success for an org was determined by employee retention, customer satisfaction, and the financial performance of the org (total revenue and profit margin) Sources: http://www.slideshare.net/NixMc/happiness-at-work-nic-marks-speaking-at-nixon-mcinnes Slide 28-35 https://organized-change-consultancy.wikispaces.com/file/view/Employee+Perceptions'+Impact+on+the+Bottom+Line.pdf
- So does that formula hold up in an organization? Do happier employees lead to more successful organizations? That’s exactly what they set out to do in a 2010 study of 10 orgs and over 2k teams, 142k ppl They analyzed data to see if happy employees actually caused the org. to be successful [ANIMATE] Or . . .if the opposite was true – that a successful org caused employees to be happy. [ANIMATE] The study found support for both ideas . . . But one was stronger than the other [ANIMATE] In fact, the researcher stated that influence of happy employees on a successful org was twice as strong as the influence of a successful org on employee happiness. [ANIMATE] … what this tells us is, when prioritize emp happiness, invest in organization’s success seems clear, happiness is a win-win for employees, and for the organization. YET… most companies are not doing this… ----- Additional notes: Success for an org was determined by employee retention, customer satisfaction, and the financial performance of the org (total revenue and profit margin) Sources: http://www.slideshare.net/NixMc/happiness-at-work-nic-marks-speaking-at-nixon-mcinnes Slide 28-35 https://organized-change-consultancy.wikispaces.com/file/view/Employee+Perceptions'+Impact+on+the+Bottom+Line.pdf
- SUNNY: how many of you know this guy? put it in the chat if you do! actually, you all do – 71% US workforce, unhappy: disengaged at work there’s a big gap between what we know about happiness, and what we’re doing about it
- SUNNY: how many of you know this guy? put it in the chat if you do! actually, you all do – 71% US workforce, unhappy: disengaged at work there’s a big gap between what we know about happiness, and what we’re doing about it
- BETSY No doubt with your workforce maybe in your own department – you can easily identify employees that fall into each of these categories. You might want to think about where you are as well. Most recently GALLUP has identified that only 29% of employees are engaged and a full 71% are not!!
- SUNNY $500B – 1,836,450,000,000 --------
- Cost beyond money, also a human cost … Unhappy/disengaged workers have higher rates of safety incidents, product defects.. Not just by a little, a lot ( 40% more safety incidents, 60% more defects) that may not mean much for milton, pushing papers, but when we look at the effect in other professions - doctors, pilots, ferry, train drivers.. and at our own lives.. unhappiness can mean loosing lives and when look at the research, they are linked – unhappy disengaged workers, at work and higher death rates, are linked
- BETS Ok, it’s already mid-March – so it’s hardly a new year anymore – but I want to share this information about the changing job market because it affects us all. People’s priorities have shifted – and how we decide where and how we want to work has changed drastically from the way our parents made choices about their careers. This article appeared in the Wall Street Journal earlier this year and it talks about workers having the upper hand. Some of you already know this – you are in hot demand. Employers are fighting for great talent. Companies want to get YOU to want to work for them – not only to apply for their jobs, but to be engaged 6 months, 12 months, 36 months after you start. A lot of what we will talk about today has to do with workers understanding that you have the power to work where you want and how you want. All of these factors are important to
- BETS There are several economic factors that contribute to TALENT BEING IN THE DRIVER’s SEAT The recession is really over – and some of us have amputee pain. During the recession Increased competition for talent Employee “discerning” attitudes Unreasonable job expectations Talent shortage / skill gap The contributing factors that make it super imp to have a culture strategy…
- BETS … why it’s really imp to think culture strategy
- BETS
- Lets start where tings make most sense.. with human sense saw earlier, we all want happiness, whatever goals pursuing in life, universal & core reason is bc we think will make us happier all differ paths same destination it’s human, in dna, universal goal across cultures but is´s imp to understand the three types of happiness...
- Makes scientific sense – long time psych about how to help damaged ppl be normal, fix what was broken 1998 marty & some colleagues pushed field to focus on how to make average ppl thrive, how to go from fixed or average to outstanding, high performing Since then 15yr research, barbara & shawn, 225 studies harvard alone, given us tremendous amt info on how ppl and tems can thrive Findings: happiness is seriously good for ppl, and biz - happiness increases nearly every positive bz outcome But… not all kinds of happiness created equal…
- BROADEN & BUILD, FULLEST ALLOWING, FEAR & FIGHT OR FLIGHT VS INTRINSIC MOTIVATION PURPOSE PASSION NEGATIVE STATES ARE ABOUT THREATS, AND FEAR THEY PROTECT US & HELP US SURVIVE THEY ACTIVATE FIGHT OR FLIGHT, NARROW OUR FOCUS, HIEIGHTEN OUR AWARENESS IN SHORT TERM BUT THEY SHUT DOWN OTHER CHANNELS OF INFORMATION, BLOCK CREATIVITY & INNOVATION & COMMUNICATION THEY’RE ABOUT EXTRINSIC MOTIVATORS, AND COUNTER INTRINSIC MOTIVATION POSITIVE STATES BROADEN OUR FOCUS AND OVER TIME BUILD OUR RESOURCES THEY’RE ABOUT OPPORTUNITIES AND HELP US THRIVE THEY BRING NEW OPPORTUNITES, POSSIBILITIES, CREATIVITY, COMMUNICATION OVER TIME THE BUILD OUR CONFIDENCE COPING SKILLS AND INTELLIGENCE THEY’RE ABOUT INTRINSIC MOTIVATION, AND CREATE MORE INTRINSIC MOTIVATION In the end positive emotions are much better for innovation, collaboration, communication, creativity, and for growth, stepping into our poetntial, and leadership! And.. For our long term well being.. But don’t take my word for it, let’s turn to the experts… ------ learned optimism – marty seligman – brain doesn’t look for threats and fear first, train it to scan for the positive course not take too far thinking everything’s ok ignoring reality, that’s irrational optimism, want to keep reality in mind but see the positives – realistic impression of situation, but maintain belief behavior matters seeing positives opens up our brains to opportunities we don’t see when we’re in fight or flight or survival or fear mode – literally creates opportunities
- we do our best work when we’re in positive states the myth of depressed creative is a myth, they are not creative when they’re down hapiness at work translates to state ppl are able to develop and build, space of expanded possibility goal to create this space at work for ppl to be happy, and thrive
- Since research like this surfaced last decade, researchers been looking at the relationship between happiness and biz outcomes all that science and research has given us a nice foundation for a business case here is a small sample of the findings… here’s a taste of findings – see happiness increases nearly every positive bz outcome and also learn something about unhappy ppl – data shows lower on these once again tells us, when prioritize emp happiness, invest in long term bz success incredible findings, but they’re just numbers until you have a business case…
- all that science and research has given us a nice foundation for a business case here’s a taste of findings – see happiness increases nearly every positive bz outcome and also learn something about unhappy ppl – data shows lower on these once again tells us, when prioritize emp happiness, invest in long term bz success incredible findings, but they’re just numbers until you have a business case…
- here’s how much biz sense it made for zappos – you don’t have a compelling business case without a case study.. This happened right through the recession. And he was selling shoes! Online! The key was that he was using happiness as a business model.
- it’s not just zappos, best co’s today realizing investing in emp happiness & culture mean increasing business success.. Fortune’s 100 Best Places to Work vs Standard & Poor’s 500 leading pub traded co’s- 300% higher so what separates best? __________________________________________________ Best Workplaces: Fortune Mag + Best Place to Work co-create Most extensive emp survey in us.. 300 org’s 250k emp’s yearly, any org 5+ yrs old w/1k or more emp’s is eligible. Looks at: trust (attitudes about management's credibility, job satisfaction, and camaraderie) culture (pay, benefits,hiring practices, internal communication, training, recognition, diversity) - trust for people they work for - taking pride in what they do - enjoy working with co-workers
- AUTO- AUTOMATE At the end of the day it comes down to this SIMPLE formula (MAKES SENSE) HE = HC = SC Actually, it turns out, it was not such a secret; it was there the whole time in people’s intuitions. looks simple, not easy to achieve! Formula’s not hard – we can make anyone happy for a short time – smile, piece of chocolate, compliment but how do you keep it going? how do you sustain it? there’s an art to that..
- AUTO – AUTOMATE culture is the secret sauce! culture is just a self sustaining pattern of behaviors It’s the way we do things around here but when you bake happiness into culture, you have self-sustaining culture of happiness. As tony says… get the culture right.. Develop the culture right – so supports happiness and your core business and you build a self-sustaining pattern of behaviors that supports happiness, and ppl working their best right emp’s bad eggs weed out - nobody like to feel don’t fit in! being at a job don’t fit like wearing wrong clothes to party, every day, extremely draining get great cust service brand identity retention – harder to get job at zappos than get into harvard!
- You already have a culture, weather it’s intentional or not, can make a big difference Culture is like an environment - can be one that develops by default, as result of rapid growth or rampid rules and regulations Can be harsh environment, office politics and neg interactions use most of their energy, where ppl focused on surviving, or worse, sabotaging the co ------------------- when you get the environment RIGHT, every single one of us are capable of amazing things. this includes things like the SOFT STUFF- safety, trust, cooperation… when we feel safe inside our tribe, amongst our own, and I our culture, we don’t need to focus on the danger out there, can focus on doing great things (simon sinek ) doing amazing things doesn’t come from directive, not a project, comes from a feeling, and we can create inspiration for those feelings in the environment (leaders in charge of that also good for leader slide) --------------------
- When you get the culture right, environment can be more like a lush landscape where ppl feel safe, not focused on danger, are inspired and unleashed to be creative, spend their energy on things that matter doing amazing things doesn’t come from project assignments, or directives, it comes from a feeling, and we create inspiration & conditions for those feelings in the environment right conditions allow ordinary ppl to achieve extraordinary results- greenhouse for human spirit, creativity, and productivity ------------------- when you get the environment RIGHT, every single one of us are capable of amazing things. this includes things like the SOFT STUFF- safety, trust, cooperation… when we feel safe inside our tribe, amongst our own, and I our culture, we don’t need to focus on the danger out there, can focus on doing great things (simon sinek ) doing amazing things doesn’t come from directive, not a project, comes from a feeling, and we can create inspiration for those feelings in the environment (leaders in charge of that also good for leader slide) --------------------
- AUTO – AUTOMATE So is culture, and creating the right conditions for ppl to thrive.. Is that a nice to have? More and more, NO. one reason is transparency is a tsunami speed and depth of info changed the game today simple youtube video viral irreparable harm bz, what’s your glass door rating?? What you do on the inside, shows on the outside strong culture best defense against what you can’t control PSST CULTURE IS SHOWING- consumers can SEE and FEEL what culture is like with technology – and have choice! prods easily copied, avail multiple websites
- ANIMATED!!!!! ONE CLICK its all good news for companies who are willing to adapt, focus on culture and happiness, more human approach to biz In fact good news for most of us- happiness is win win win for employees, customers and business Could it be we’re at at tipping point? ALL THE SCIENCE, RESEARCH, THE WAY WE THINK ABOUT WORK, CULTUE NAMED WORD OF THE YEAR.. TIPPING POINT FOR NEW APPROACH TO HOW WE RUN SUCCESSFUL CO’S AND THINK ABOUT SUCCESS IN OUR OVERALL LIVES, IN TERMS OF HUMAN HAPPINESS? WHERE BY CHANGING THE WAY WE PERSUE HAPPINESS TO SUSTAINABLE HUMAN APPROACH, WE CAN BUILD MORE SUCCESSFUL CO’S AND LIVES
- How do you sell culture and happiness within your org, that’s the nut of this convo you want to know How do you bring up this convo in your org to get the RIGHT ppl on board? Because happiness is a win win win game, for emp’s cust and the org! How can you be the spark sell culture and happiness in your org
- we know something about this, it’s what we do! wasn’t always easy, this is how many view happiness at work.. fluffy white clouds. nice but not substantial. a distraction to real business. an amusement. we’ve got real problems, a business to run, you’re not going to change the way business is done with happiness If you want to make enemies, try to change something. true even in the happiness space! just hid it better. ended up with lot of frenemies. and naysayers. this is what we’ve found. it’s all about starting the right conversations – know it’s not always easy best advice is to become a culture intra-peneure – learn challenges and way around the landscape- here are 5 tips…give you our expertise on this Be a culture intra-penure. We have some experience there! We’re gonna give your background expertise to make you a culture expert to talk about it in your org…
- AUTO ANIMATED!!! Know whey people resist to culture change, or happiness, and plan for it Start with empathy, for those who are resistant to culture change, for their experience..and impressions Number one resistance we encounter at dh is- fluff- remember picture of the fluffy white clouds? Have empathy that that is what some ppl hear! Then have EMPATHY for their position, and from their shoes thing about how a better culture could help.
- AUTO – AUTOMATE Use empathy to understand their challenges, and help them see ways culture can help- it’s best if it’s their own initiative! guide the conversation Head sees rationale for change, and can see future state- paint that picture – of how an improved culture would effect that Heart has different path, sees it as an ending to current state, and new beginning- speak to that, how is it not an ending for what they value, how is the new beginning worth it?
- Talk metrics. Because soft stuff is hard stuff, can be difficult to start a conversation on culture, wide range of opinions, just like happiness make it more tangible, and bring it into the realm of comfort for what managers are used to looking at speaking of metrics… ask, what are you measuring? Do you know how many employees are happy, or disengaged?
- AUTO --- AUTOMATED Then talk your metrics - Meaures 1% increase in happiness Free, go to our website…
- No more animation! And what should you be measuring? Are you going for good, or wow? -- How did that culture differ? What effects think? > see unrecognized needs being met, maslow’s (motivation, engagement, happiness: ) > autonomy, free to be selves, self governed, independent, control > unleashed, creative, collaborative > emp’s happy, invested, do best work, cust happy, bz successful
- AUTO – AUTOMATE If you like the idea of measuring happiness, here’s a free tool for you… When started, we wanted to show that happiness was not fluffy Sought top minds in the world to measure Nic, ted speaker, RENOUNED STATISCIAN, measured happiness in world by country- HAPPY PLANET INDEX Now we have survey to measure by company (even your company) immed personal results solorful & easy to read AND get to see where you fall against your national average Free, go to our website…
- What are other co’s doing in your space? Howare competitors using culture to their advantage? Even if can’t find good ex in your industry, point to those outside your industry, who have succeeded on massive scale due to culture, ie “how does zappos or google or ideo or netflix or whole foods do it?
- SOUTHWEST didn’t earn highest loyalty in he industry with their business model, or being low cost carrier. It was culture - INTENTIONAL & strategic Offer emp’s more than bags fly free, not dealing with broken nails. Connect employees to higher purpose in work, that’s well aligned with their business as low cost air carrier .. Freedom to Fly. Do you have a higher purpose in your org? ------ People are loyal to culture, not strategy..they’re moved & connect to culture Culture is more efficient than strategy – ie in the 1991 fuel crisis SW didn’t have to build strategy to lay ppl off, employees volunteered for a pay cut so could all stay! Culture provides resiliance in hard time – in tough times co’s w weak culture threatened can crumble, while strong culures ban together and actually become stronger How strong and resiliant is your culture, would your people stick with you in a crisis? Anyone can copy your product or strategy, but can’t copy your culture.. Harder to get job at zappos than get into harvard, co’s tour z’s every day but can’t copy culture Culture is ultimate recruiting tool – ppl work at patagonia for the purpose & culture not cause love stuffing jackets in boxes Culture is your brand, it’s what ppl reallly see and feel, it’s how you do things
- AUTO – AUTOMATE Some people in your org might only care about culture if it help address other problems This is what they think when you say culture - bean bags and free food. Look past that. Bring up the problem areas in your organization where culture hasn’t been intentionally designed and may be a partial solution. What are your problem spots? How can culture help solve these more real seeming problems? Propose culture changes as a solution. Because in many areas, systems alone are not enough ----- These are all the places you can SEE your culture, where it pops up, and where you have the opp to design for your culture. It’s everywhere! So these are all opps for potential. Ask what does your culture look like? Cause you already have a culture! Have you met it lately? Is it a culture by default, or by design? either, way I have good and bad news- it’s the culture you deserve, it’s what ‘s been curated by default, or design and it’s not this! more than bean bags and casual fridays not just set it and forget it, and not easy or everyone would hav great culture - about values & attitudes in action, about how ppl live it If your’re not intentionally evolving your culture, is it evolving you? get curious.. what stories are ppl telling, what values are they living?
- These are all the places where just systems alone are not usually not enough. It matters HOW you do these. And they’re everywhere! What effect do your meetings have, do ppl leave energized and inspired to do their best work? If not, you have an opp to design with culture! Can you bring your values into play in these areas? Or your purpose? Propose these changes. It’s cheap and it works! ----- These are all the places you can SEE your culture, where it pops up, and where you have the opp to design for your culture. It’s everywhere! So these are all opps for potential. Ask what does your culture look like? Cause you already have a culture! Have you met it lately? Is it a culture by default, or by design? either, way I have good and bad news- it’s the culture you deserve, it’s what ‘s been curated by default, or design and it’s not this! more than bean bags and casual fridays not just set it and forget it, and not easy or everyone would hav great culture - about values & attitudes in action, about how ppl live it If your’re not intentionally evolving your culture, is it evolving you? get curious.. what stories are ppl telling, what values are they living?
- Sometimes talking (soft) about culture and happines( soft!) is not enough. You need images. Can you show what your culture looks like visually? Can you map it, or think of it as an animal or environment? Think about using visuals to show where your culture is, or could be. This is an interpretation of our culture we all contributed to at our last all hands meeting. was brought to life as the DHStar, helps us see our culture’s unique gifts, appreciate them, and better understand and navigate culture challenges
- Brad’s note: Add question: Who is advocating for culture change / happiness?
- Why? Part of building a strong brand is DIFFERIENTATION. Some companies have a good culture – but they don’t communicate it well. Every company on the planet has a unique company culture. Culture is a big word that means different things to different people – I’m defining CULTURE as the tangible / measurable ways that a company invests in its employees and community. CULTURE is the best place to begin to build your employment brand and share who you really are.
- CULTURE: Culture is what differentiates WHO you are. It’s everything you do – from the awesome perks, to
- So with more than 50 years combined recruiting experience my business partner and I started The Good Jobs The Good Jobs helps companies attract top talent by communicating their corporate culture We help companies turn their culture into a competitive advantage. There are job boards (like career builder and Monster and Milwaukee jobs) and people boards (like Linked in and Facebook) We’ve created a company culture directory
- Finishing notes on WHAT the good jobs does and DH does. Clearly show where each come in
- On the inside, is the core of a culture of happiness – three key elements of values and behaviors, science of happiness, and higher purpose It also represents WHO creates a great culture- starts with the ME, each of us, individuals, the WE, team and org, and ultimately the CMTY, partners, customers, beyond ME and WE are the foundation together. When they align, our personal values and purpose with the org’s, creates Wow Culture and Profits. That’s where you start to find alignment and impact on larger scale, community, even world --- so HOW do you build the right culture? VALUES = building block of culture & happiness = create ground rules for culture Starts w/values – create foundation, act like compass for culture sustainable happiness at work, like jenn talked about, starts with knowing our values starts with each of us dependent on our personal values aligning with the organizational values. If they agree, we can be ourselves = happy, more productive, collaborative, persue our passions If they don’t we are constantly battling with what we have to do and what we feel is right = unhappy and unproductive state
- human approach, simple 5 step All orgs are different, goal is to pick up the positive in your culture and define the rest, intentionally ---- WHY= what we´re doing today, ask what hapiness at work means, is it right for you when i know my why, the how´s quickly fall into place measure- MAP- measure and plan journey to happiness at work define- or RE-define- where create strategy, look at values, behaviors, vision and purpose for alignment... live - this really where culture comes to life, training and building culture team and living culture in daily actions & behaviors evolve- re-map, measure & see what´s working & adjus tack, take feedback and evolve... doing a little recap we’ve just seen What elements we work with to MHW, who makes it work and what steps need to be taken in order to make it sustainable
- BETS
- But why wait to friday, your happiness is waiting – join us NOW, let’s pledge… Let’s pledge now…
- ultimately we are all winners in the game of happiness, because everyone benefits: individuals, teams, the whole organization, and customers and/or clients! by changing YOUR world, we can change THE world One last exercise – what will you do? Turn to TWO ppl next to you in group of three, tell them one thing you will do Then tell us! sunny@dh.com your culture AND happiness is waiting! ---- There has never, in the history of the world, been as much opportunity to create the life and work that we want to enjoy. If we want to change our own workplace environment, much less have an impact on the future of work in general, I believe we must become detectives, students and explorers. Becoming a detective is about taking the time to examine how we see the world and requires an awareness of our own maps, a willingness to challenge those old stereotypes of happiness and what work should be. Become an Explorer. Take action. Begin the conversation in your world. Take a risk. Skillfully point out what you see at work. Ask, "Why not?" Your company may or may not understand and pursue your recommendations but when the future overwhelms them, they will remember that it was you who spoke out;
- BETS