Employee Motivation and Happiness Webinar presented by Pursuit-of-Happiness.org. How do you help employees be happier and motivated so they will be more productive and stay with you longer.
3. Defining Happiness
1. Happiness does not equal employees
skipping around the office and smiling all
the time.
2. Happiness is about employees wanting to
get out of bed and come to work everyday.
3. Happiness is about employees being
engaged and productive.
4. Happiness includes challenges as well as
successes.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
4. Why is Happiness Important?
“Your happiest employees are 47% more productive than their least
happy colleagues.” Jessica Pryce-Jones
“We’ve been able to conclusively link employee
satisfaction and engagement to customer
satisfaction and business performance.”
Wiley and Kowske
“Studies …have shown a clear relationship between
high levels of employee engagement and improved
financial and operational results.” Towers and
Watson
“…we have proven that engaged organizations have 3.9 times the
earnings per share (EPS) growth rate compared to organizations with
lower engagement in their same industry.” Gallup
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
5. Keys to Employee Motivation
and Happiness
Remember Pam C.
P – Purpose
A – Autonomy
M – Mastery
and
C – Connection
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
6. Purpose
- connecting today with something in the future.
“Human beings want meaning and purpose in life. The Meaningful Life
consists in belonging to and serving something that you believe is
bigger than the self .” Martin Seligman
In research led by Frankl - “having a purpose or meaning in life” was
chosen by more than 80% of respondents while money was chosen by
around 16%.
Sisyphus
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
7. Purpose
- connecting today with something in the future.
What Steps Should I Take
1. Identify the company’s purpose. Give them a “Why”
2. Tell them how they contribute to that purpose
3. Communicate. Communicate. Communicate.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
8. Purpose
- connecting today with something in the future.
Activity: Write down the purpose of your
company, your team, or one of your
employees.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
9. Autonomy
-
“… the feeling that your life, its activities and habits, are
self-chosen and self-endorsed“
Journal of Personality and Social Psychology
“Having a strong sense of controlling one’s life is
a more dependable predictor of positive feelings of
well-being than any of the objective conditions of life
we have considered…” Angus Campbell.
Boer and Fischer found that autonomy is a better
predictor of happiness than money.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
10. Autonomy
-
the feeling that your life, its activities and habits, are
self-chosen and self-endorsed“
Journal of Personality and Social Psychology
What Steps Should I Take
1. Constantly ask yourself – “What decisions
can they make?”
2. Tell them What and Why – let them decide
how.
3. Create Performance Benchmarks
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
11. Autonomy
-
the feeling that your life, its activities and habits, are
self-chosen and self-endorsed“
Journal of Personality and Social Psychology
Activity: Write down three areas where
you can give your team more
autonomy.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
12. Mastery
-
Learn, progress and constantly improve
Top 2 items participants wanted in an ideal job
1. Progress in their Careers
2. Be good at their jobs
Based on data from iOpener
Wiley and Kowske found that 79% of employees who didn’t think
they could reach their career goals at their current company were
considering leaving.
“The best moments in our lives are not the passive, receptive, relaxing
times… The best moments usually occur if a person’s body or mind is
stretched to its limits in a voluntary effort to accomplish something
difficult and worthwhile.” Mihaly Csikszentmihalyi
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
13. Mastery
-
Learn, progress and constantly improve
What Steps Should I Take?
1. Create challenge and opportunity for
Flow.
2. Delegate
3. Clarify Learning and Development as well as Career
Development opportunities.
4. Hold them accountable
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
14. Mastery
-
Learn, progress and constantly improve
Activity: What kinds of learning
opportunities can you create
for your team members?
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
15. Connections
-
Positive relationships and opportunities to connect
with peers and supervisors
“Experts at the Gallup Organization suggest that people
need to have good friends at work…” Diener
“…social support was the best predictor of happiness during stressful times.”
Achor, Stone, Ben-Shahar
“70 years of evidence that our relationships with other people matter, and
matter more than anything else in the world.” Vaillant
One of the #1 predictors of job satisfaction, engagement, and retention is your
relationship with your direct supervisor.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
16. Connections
-
Positive relationships and opportunities to connect
with peers and supervisors
What Steps Should I Take?
1. Facilitate and encourage friendships in
the workplace.
2. Celebrate birthdays, work
anniversaries, promotions, and babies.
3. Events and Team Competitions
4. Employee-Supervisor Relationships –
Respect, Empathy, Gratitude, and Admiration
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
17. Connections
-
Positive relationships and opportunities to connect
with peers and supervisors
Activity: List 3 ways you can encourage
connections among your team.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
18. Purpose, Autonomy, Mastery,
Connections
Activity: Give a bonus/budget to
someone who exemplifies
your company purpose. Ask
them to spend it on a charity
or their team members.
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
20. List of Books to Read
1. Drive - Daniel Pink
2. Happiness - Ed Diener and Robert Diener
3. The How of Happiness – Sonja Lyubomirsky
4. Flourish - Martin Seligman
5. Happiness at Work - Jessica Pryce-Jones
6. Flow – Mihaly Csikszentmihalyi
7. Dream Manager – Mathew Kelly
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
21. Thank You
Please E-Mail questions and
comments to:
RayWhite1@Verizon.net
Pursuit-of-Happiness.org
RayWhite1@Verizon.net
Notas do Editor
I am responsible for connecting Happiness and Performance
Research by Fredrickson and Cole shows that having purpose and meaning actually increases our health at the cellular level.Sharing the “Big Picture” Everyone needs a “Why”. Why should I get up in the morning to help this company? Why should I put in extra hours to make this company successful?Everyone wants to matter and know they are making a difference
It could be a Company, Team, or a Personal “Why”Explain how what they are doing makes a difference. How does it fit into the big picture.Connect the values of the company with their values. What good are you doing in the world?How is working at this company going to help them reach their dreams.
Give Examples:Company - Reinventing the Way Brands are BuiltTeam – Make our client successful or increase safety by reducing errorsIndividual – Help them “Share their music with others” – playing guitar in a band
People want to feel like they have control of their lives. Intrinsic motivation is more consistent and more powerful than external rewards. Employees will put in the extra effort to accomplish something they own vs. something they are told to do.
Can they decide:when they come in – flexible work hoursWhat they wear – like shorts or casual dayWhat snacks are in the office or vending machineWho they work with – get them involved in the hiring process or let them pick their team for a special projectOrganize the christmas party or other employee eventsTell them the problem – let them tell you the solutionCreate metrics that allow you to give autonomy up to a certain point. For example; they can approve invoices under $5,000 or they can autonomously manage the department as long as the customer service score and employee retention remain above an 85%.
What decisions can you let them make. Even something as small as how the celebrate birthdays or team accomplishments.What parameters can you create to give them more autonomy yet protect them and the company from catastrophe.
Flow requires: Clear goal, immediate feedback, balance of skill and challenge, autonomy, environment supporting concentration.Delegate – they aspire to do your job. Find as many ways as possible. They will be happier and grow faster and you will have time to work on more strategic opportunities. It is more work initially, but long term it will free you up so can move higher in the organization.Can they spend time with team members in other functions, offices, or clients?Employees want to be and are more motivated when you hold them accountable. They know when they are not doing a good job and you are just ignoring their incompetence. They probably suspect it more often than it is really true. They want to know hot to get better. They want to matter and make a difference. Formal and informal training, on the job experience, job sharing/trading, career development, recognition, accountability, opportunity to learn about other parts of the business, good for transfers, move them to other jobs or other teams. Experience new clients, new industries, new geographies. Develop soft skills like leadership, organization, prioritization, emotional intelligence, etc.
Can you let them run the weekly meetingCan you put them in charge while you are on vacationAre there classes they can takeWhat work do they need to do to get ready for the next promotion?
Employees come to work to see their friendsThe most successful employees have lots of friends and connections. They are able to bridge gaps and get things done.Your relationship with your supervisor is the most important relationship in determining your happiness at work and whether you are willing to put in the extra effort and whether or not you will stay at that job.We used to teach that when you as a peer get promoted, you can’t play favorites and you can’t be friends because you have to hold them accountable. The new research shows that the best way to hold them accountable is to be their friend and help them be successful. Instead of changing the relationship, leverage the relationship.
Encourage people to have lunch together, talk at the coffee machine, etc.Provide lots of opportunities for connection.
Weekly meetings – give them time to catch up personally.Share stories about kid or spouse successesKick a soccer ball, throw a football, play basketball. Especially the people who are not good at it.
This is based on a new study by Anik and colleagues in London. They found that “Prosocial Bonuses Increase Employee Satisfaction and Team Performance.” This connects it all together. You are rewarding for identifying with your purpose, You are giving them the autonomy to choose, you are acknowledging their Mastery of the particular project, and you are helping them connect to other people in the office or oustside of the company.