The Science ofHappiness at Work™
Assessing, Analyzing, and Acting toMaximize Performance
2.1 What we mean: Three types of happiness
• Emotional happiness– Short-term, burst of positive affect: feelings
• Mindset happiness– Relatively stable, sensitive to change and affects
behavior
• Trait happiness– Generally stable across lifetime: influences mood
2.2 What we mean: A definition
Happiness at work is a mindset which enables action to maximize performance and achieve
potential.
3.3 What they face: common and complex issues
• “How do I push/maintain performance without pain?”• “How do I help people cope with the pressure?”• “How do I create capacity without recruiting?”• “How do I drive change?”• “How do I keep my best people?”• “How do I downsize and still deliver?”• “How do I understand and change our culture?”• “How do I know our people initiatives have worked?”• “How do I get people to be more innovative or creative?”• “How can my people help us grow?”• “How do I get this team or organization to up their game?”• “How do I push my leaders to their next level?”
3.4 Why they work with us: solutions for business critical employees
Because we:• Have developed a robust and practical approach which gets
measurable results • Can customize any part of our process• Want to make this as dependent or independent as a client
chooses • Understand and work in an international arena• Provide exceptional client service
4.1 What our rigorous research tells us• 14 focus groups• 67 interviews• Study 1: 193• Study 2: 403• Study 3: 1,940• Version 24• Validity and reliability• 32,000 respondents• 68 countries• All levels of seniority
4.3 The Performance-Happiness Model
Driven by :
5 C’s• Do you feel you fit in organization?
Our research has identified five components (5Cs) that inform and build Happiness at Work:
• Contribution is the effort an individual or team makes
• Conviction is short-term motivation• Culture is a feeling of fit at work (do
you belong there)• Commitment is long-term
engagement /motivation• Confidence is the belief in ones
abilities
Supported by:• Trust in your organization flows
from two sources; your colleagues and your senior leaders
• Recognition from your organization encompases who you are, what you do and how you do it
• Pride in your organization comes from identifying with it, achieving success and being aware of your colleagues' success too
5.3 What the business case is: Sick leave
Series10
1
2
3
4
5
6
7
8
Least HappyMost Happy
Number of sick days taken
Comparing the happiest employees with their least happy colleagues
5.4 What the business case is: Focus on task
Series10
25
50
75
100
Least HappyMost Happy
% of time focused on task
Comparing the happiest employees with their least happy colleagues
5.7 What the business case is: Achieving your potential
Series10
1
2
3
4
5
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7
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9
10
Least HappyMost Happy
Achieving your potential
Comparing the happiest employees with their least happy colleagues
Gen Yers
• Freedom• Risk takers• Tell me “what”• Praise• On-going feedback• Coaching
Boomers
• Control• Risk averse• Tell you “how”• School of tough love• Annual performance
management• Mentoring
5.8 So what? Because Millenials (business critical employees) want different leadership
Contribution is the effort an individual or team makes
Conviction is short-term motivation
Culture is a feeling of fit at work (do you belong there)
Commitment is long-term engagement /motivation
Confidence is the belief in ones abilities
6.7 An organization report: 1 slide
Organization
Accounts
R&D
Sales
Project Mgmt
HQ Media
Production
Client Services
BackOffice
Mobile
Logistics
Senior Mgrs
People Services
Tech Support
Contribution
Achieving goals
Raisingissues
Feeling secure
Being listened to
Positive feedback
Contribution is the effort the team makes
Pick 3 most supportive
• 1 Achieve goals• 2 Feeling secure• 3 Positive feedback• 4 Being listened to• 5 Respected• 6 Raising issues that are important to me • 7 Having clear objectives • 8 Feeling appreciated at work
The Science of Happiness at Work™:
Assessing, Analyzing, and Acting to Maximize Performance
Jessica [email protected]
Diane [email protected]
The iOpener Institute for People and Performance™