In 2012, the United Nations created a resolution to celebrate the annual International Happiness Day every 20th of March. Recognising that happiness as a “fundamental human goal” and called for “a more inclusive, equitable and balanced approach to economic growth that promotes the happiness and well-being of all people”.
As we continue through changing times during 2021, let us discover ways to create a happy workforce and increase productivity by up to 10%. Here are three tips on creating and promoting a positive working environment moving through the ever-changing landscape of covid/post covid.
1. Value your employees
Making your employees feel valued does not cost money but has a tremendous impact on your business. Every time you recognise their efforts, they will feel good. And every time they feel good, the brain will reward them with the "feel-good hormone" of dopamine. Studies have shown that this is a pleasurable sensation and will keep them coming back for more. [https://atlasbiomed.com/blog/serotonin-and-other-happy-molecules-made-by-gut-bacteria/]
As stated in Christian Science Monitor, Michal Ann Strahilev, a marketing professor at Golden Gate University, “[T]here is one huge factor that does not cost an employer money: praise. So many supervisors go out of their way to let employees know what they have done wrong, but don’t bother to congratulate and praise them for success. Praise does not cost anything to give, but its benefits on employee morale are priceless.” [https://www.csmonitor.com/Business/2008/0128/p13s03-wmgn.html]
When should I start?
NOW! It takes 21 days to build a habit!
I want you to write down the
- things you are doing
- something you are not doing,
- something you can do,
- and ideas on how you can build consistency.
It will feel awkward at first, and they may even give you a confused look. However, if you are genuine in your approach, your team will learn to accept it with no expectation.
2. Externalise what they are internalising
The global pandemic has an intense impact on everyone:
Some businesses were restructured.
Some operations stopped.
Some workplace changed
Continued uncertainty to what’s next
We are all in a state of flux. In the US alone, the text messages to the federal government’s disaster distress hotline increased by a whopping 1,000%. "This is just one signal pointing to the toll isolation is taking on people, even as it protects them from the virus." [https://www.washingtonpost.com/news/powerpost/paloma/the-health-202/2020/05/04/the-health-202-texts-to-federal-government-mental-health-hotline-up-roughly-1-000-percent/5eaae16c602ff15fb0021568/]
What we think creates how we feel. How we feel makes how we act!
How many times do you notice the feeling or the actions first! When you see that someone is looking down or out of sorts, ‘externalise what they are internalising!’. Bring awareness to them so they can feel back in control and chose what to do.
“Hey Jane, are you okay? It looks to me like you’re frustrated with something, is there anything I can do for you?”
“Hey John, are you okay because I feel like something is bothering you, is there anything I can do?”
Leading with these types of questions will allow them to assess and adjust. We all know what it feels like to be lost in thought for hours without knowing.
Side Note: if they open up into discussion with you, show compassion and empathy, but remain solution-focused. “What’s the next step for you?”.
3. Lessons Learnt
When was the last time you asked your team for feedback? Feedback is a powerful tool for business growth. Make the 'Feedback Culture' a norm.
According to studies by Gallup, "Managers who received feedback on their strengths showed 8.9% greater profitability." On top of that, they also have 14.9% lower turn over rates than managers who didn't receive feedback.
In a nutshell, there are three types of feedback:
Positive reinforcement where you recognise good work.
Constructive feedback where you suggest an improvement.
Negative feedback where you highlight behaviour that cannot continue.
Our team do their job day in day out. Ask them what they need to make things better, leaner, and more efficient! What do they need from you, from other departments, or the company? After all, you won’t ask a Health and Safety Officer to order tools for an electrician to carry out his work!
You need to grow from the experience. And to grow as a team and business, it is important to have mental agile. Let's create space for adjustments, for the bigger picture, and your mission.
Trust me; your team will thank you. Creating psychologically safe environments for your team will improve your team’s overall performance and, ultimately, your business.
Here is my last tip for you - Learn how to ‘coach’ your team in all situations, even when we are in a position where we have to give some negative feedback. It is more helpful for the coachee to come to their conclusions and develop new outcomes instead of telling them. Talk about it; after all, you might be missing information!
How will you use these tips in growing the confidence in your team?
If you want to know more about this or discuss a particular issue, you are facing, call us today to have a private and confidential conversation on 1300 114 818 or email us at firstname.lastname@example.org. We look forward to talking to you soon.