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Happiness at Work: Habits to be happy at work

A happy work team in an organization not only guarantees a good environment, but also increases the productivity of the company, so that happiness at work could become an important competitive and strategic advantage.

Have you ever wondered how much time of our lives we spend working? According to a behavioral study from Stanford University in California, if we add up the total number of hours worked throughout our lives, we complete around 8 years, that is, a tenth of our total life. Hence the importance of achieving a healthy and happy environment.

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Despite this, it is estimated that eight out of ten people are dissatisfied in their current jobs and 25% of workers attribute their greatest source of stress to them. In addition, 38% of companies have problems engaging their employees. On the other hand, the performance of a company can increase up to 88% if it has happy employees.

But how to be happy at work?

Today, salary is no longer the only factor that can represent job satisfaction. There are other items that are part of job happiness such as recognition, opportunities for growth, a good environment and well-being, which are part of a feeling of dignity, self-esteem and achievement.

Salary is no longer the only factor that can represent job satisfaction. There are other items that are part of job happiness such as recognition, opportunities for growth, a good environment and well-being.

  • Recognition: While no company hires its employees expecting the best results, recognition exercises can keep motivation high. It is important to clarify that recognizing the work must be bidirectional leader-team and not only by the leader.

    For this to be possible, an organizational culture must be created that revolves around support, motivation and recognition.
  • Professional development: Today’s workers expect companies to provide them with growth opportunities. They do not want to spend many years doing the same thing or with the same responsibilities. This is why promotions, raises or the like are part of an aspirational strategy that could guarantee good performance.

  • Work environment: Studies confirm that together with companionship, they are the main reasons for satisfaction and well-being at work. Having a team that promotes support, does not generate conflict and, on the contrary, exists camaraderie is vital to feel good.
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  • Work-life balance: After the pandemic and the stronger appearance of working from home, employees realized the importance of achieving a balance in the different aspects of their lives. For this, hybrid schemes and organizational flexibility play an important role.

It is essential to clarify that these points, although they seem to be the sole responsibility of the organizations or management positions, for them to become a reality they also require a significant component on the part of the collaborators. This from a point of view of initiative, appropriation and redefinition of their work.

4 additional axes to promote happiness at work

According to the University of Berkeley, to get busy and promote happiness in the workplace, it is necessary to emphasize four axes:

  • Purpose: This emphasis is that the expectations of personal and professional growth can be fulfilled in the same place. It is essential that the organization identifies the reasons why the person is working there and that it promotes the employee’s dreams.
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  • Commitment: It is important to create emotional salary strategies, as this generates a bond and commitment to the organization.

  • Communication: A relevant factor to listen and understand the needs of the other. With assertive communication, work teams are led to greater productivity and results.

  • Compassion: A basic principle to keep in mind for teamwork.

How does job happiness work?

The study of happiness and how it impacts different aspects of life is advancing by leaps and bounds and its function is clearer, how to achieve it and how it works chemically. Within organizations, this can be worked on and enhanced if the interaction of three main hormones, which cause happiness, is clear. These are dopamine, serotonin, and oxytocin.

  • Dopamine as the basis of motivation: Dopamine has been related in many contexts to pleasure. However, it is more related to motivation and the feeling of reward and well-being; It is responsible for stimulation and the search for rewards since these generate a feeling of comfort.

    In the workplace, dopamine could be directly related to productivity and effectiveness in the different responsibilities under a recognition scheme. Messages of thanks and reaching specific goals could also activate this neurotransmitter.

In the workplace, dopamine could be directly related to productivity and effectiveness in different responsibilities under a recognition scheme.

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  • Serotonin for relationship: This hormone is activated when we feel important and recognized. When we feel part of a community, in this case when we are useful in a work team.

    Being able to activate serotonin could increase the sense of belonging and being part of a group, productivity.

  • Oxytocin as the basis of loyalty: This chemical element appears as a result of physical contact, increasing trust and loyalty with the team. In a work environment it can be translated into the union and the strengthening of ties to turn them into friendships. Hence the importance of measuring indicators such as engagement.
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What is the difference between happiness at work and happiness at work?

Although they seem like concepts with similar meanings, they are really very far from each other. First of all, it is important to be clear that companies are not responsible for the total happiness of their workers, in fact it is something they cannot control. Next, you must be aware that happiness at work can depend in a large percentage on each collaborator.

In this line, Occupational Happiness can be defined as the capacity and interest of an organization to offer its collaborators the best conditions and the right environment for each worker to develop their individual and group skills. It could be said then that the well-being and happiness of the teams is a relevant business intangible asset.

Companies are not responsible for the total happiness of their employees, in fact it is something they cannot control. It is important to be aware that happiness at work may depend to a large extent on the individual employee.

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In other words, it is, according to a study on happiness, “the organization’s ability to coordinate resources and management to make a value offer for workers that balances the financial health of the company and the psychosocial well-being of workers.”

On the other hand, happiness at work is the individual perception that each collaborator generates and has formed about what well-being, growth, development or work environment is or should be, among others. The challenge, then, is to align expectations or what a collaborator considers to be happiness at work together with the happiness at work of each company to achieve an effective balance.

Who then depends on job happiness?

Happiness at work and also happiness at work must be articulated and together. On the part of organizations, it is vital to provide fair remuneration for work, an equitable leadership scheme that revolves around motivation, development possibilities, work-life balance and flexibility.

For their part, employees must commit to constant training in their functions, adaptability and appropriation of the culture. As well as teamwork and the choice to have a positive and productive attitude, having clarity in each of their responsibilities and scope. Active breaks, moments of reflection and achieving a balance with activities outside of work are also vital to achieving this happiness.

At Imaginario, we are aware of the importance of happiness at work, which is why we implement effective strategies according to the core of each business around endomarketing, employer branding and strategic communication. Being clear that the achievement of the consolidation of these initiatives, according to studies, achieves within an organization that talent turnover is reduced by up to 51% and productivity increases by up to 31%. 

At Imaginario, we are aware of the importance of happiness at work, so we implement effective strategies according to the core of each business around endomarketing, employer branding and strategic communication.

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