The workplace is changing, we’re moving away from the traditional working environment and moving towards a more flexible way of working. Gone are the days when you could get away with introducing an employee bonus scheme to keep them happy and content.
Employees are now seeking more than just financial rewards, they want benefits, they want to see that the business they work for cares about the environment and the wellbeing of its workforce.
Did you know that 80% of workers would keep a job with benefits rather than take one that offered more pay and no benefits (American Institute of CPA)?
Turnover and profits are not the only markers of a healthy business. Employees who are happy at work tend to enjoy life more and have better health, stronger relationships and a greater sense of purpose. Caring about your employee’s happiness will have a positive impact on your business. Happier staff members, are more productive, creative and committed to the role.. In Britain, more than half of employees say they are unhappy and 36% are seriously considering leaving their jobs.
According to Paris based OECD, it’s estimated that work-related anxiety cost the UK economy as much as £26 billion each year.
Offering flexible working conditions is a good place to start when looking to address workplace happiness. Flexible working is a growing trend and is particularly beneficial to start-ups and small businesses. It’s a way of working that fits in with each employee's unique needs. This is achieved by offering flexible start and finish times and/or giving your employees the option of working from home.
A recent survey by Wildgoose, found that 70% of respondents who were given the option of flexible working hours, were grateful as it provided them with a good work-life balance. Whilst 68% of parents (who can work flexibly) feel it’s vitally important in helping them to juggle work and family life.
'The key driver for happiness and wellbeing within the workplace is systemisation. Whether it is dedicated silent spaces; daily, humanising team reflections; meetings in circles that always start with mindfulness moments; time in nature; personal measures of happiness translated into performance metrics at work….It is essential that companies create and curate systems to integrate the ingredients for happiness and wellbeing into the heart of their operations.'
Make a cracking first impression and the chances of success between your business and the recruit will increase as will employee sentiment. So, engage people early with pre-employment activity. This doesn’t have to be expensive. It can be in the form of a postcard, a personalised welcome email, or a quick video from the hiring manager or CEO. Pre-employment engagement activities are a great way to start on the right foot with your new recruit. As with everything in life, first impressions are important. People want to work for businesses that make them feel wanted, special and relevant. By going beyond the offer letter or email, you’re securing their hearts and minds.
Check out our latest blog article here.
You heard that right. Let your employees de-stress at work. Employees spend most of their waking lives at work, so a relaxed environment is critical to creating a workplace that is stress and drama free.
Engaged employees need to feel that the working environment and culture is something that they want to be a part of. This can be achieved by creating areas where people can recharge and relax, as this will increase their productivity and output.
Mental health can be a big productivity drain, and it is essential to create areas where employees can safely disconnect. This can be achieved by adding a sofa area, a games room, a break-out area or a nap pod. Let employees unwind and chill, and your business will thrive. At PayFit, we’ve found that team members are more productive in a relaxed environment. We encourage them to work away from their desks and make use of our flexible workspaces. We have comfy couches and the obligatory table tennis table, which is often used during breaks. It’s also another way for staff to interact with each other.
We’ve all at some time or another worked for a terrible boss. Hollywood even turned this subject into a movie and Horrible Bosses grossed £170m at the box office! Poor management is one of the biggest driving factors in losing talent. A 2018 study by Lexington Law found that 50% of employees left a position to escape a bad manager. It’s paramount that business owners, HR managers and Directors focus on management training and creating strategies to increase employee retention and workplace happiness. A good place to start is to provide your management team with management and leadership training.
Every member of your team will have their frustrations from time to time. Failure to listen and remedy concerns can result in a loss of productivity and create the type of work environment where people dread Monday mornings. Listening to your employee's needs and providing open communication, will help you build a happier and more stable team. You can do this by gathering instant intelligence via surveys through platforms like Culture Amp. The insights gathered will help you gauge how people are feeling and allow you to build relevant action plans. This will help you to motivate employees and having people pulling in the same direction.
Give employees a voice and encourage them to give regular feedback on how to make their working lives better. Once you have considered the survey results, create a small focus group including directors, managers, and members of their team. The purpose of the focus group is to allow staff of varying levels to have a say in how to improve happiness within the workplace.
You can go one step further with managers surveys, Google for example asks staff 13 questions about their line managers. Employees use a 5 point scale from “strongly agree” to “strongly disagree”. Google believes that there are 8 common behaviours of highly effective managers.
The manager survey includes questions such as:
You can get the full list of questions here.
Happiness in the workplace can be undermined if people feel like they’re stagnating. What’s the point of regularly putting in a good shift if there is no room for advancement or recognition?
Career and personal development are a vital part of employee engagement. If your business is small and you can’t offer promotions or increased salaries due to budgetary restraints then look at other avenues to help your employees grow and develop.
You can do this through courses and identifying personal development goals of each employee. Maybe an employee wants to have more confidence in public speaking, or they want to improve a specific skill. Whatever it is, help each employee achieve their goals and you’ll reap the rewards. If your employee’s desire to “climb the ladder” is not met– they will usually start looking for employment elsewhere.
You can create an environment that's pro personal growth and development. By holding regular meetings to discuss agreed targets, you’ll be able to build a personalised “road map” to success together with your employee.
Not many of us get excited about doing the same tasks daily. So, switching things up where possible can help reduce productivity drain. This can be achieved by granting your team new responsibilities. Such as: who’s responsible for the social calendar or events? Allow this team to have 30 minute meet-ups each week to discuss social activities the team or business can do together. This provides new opportunities to interact with other team members who they may not often work with, grow in confidence and develop new skills. Switching things up can also be achieved by adding a new task to an employee’s daily or weekly routine. This is beneficial to the individual and the organisation – as it will make people feel valued, which can boost engagement and productivity.
Some leaders may feel that if their people are busy trying new things, then it might decrease efficiency. Would you rather risk having bored employees who are seeking new thrills? Remember, you might discover new talents and skills that previously went unnoticed.
‘Very Happy People’ is a study that was conducted by Diener and Seligman in 2002. The study looked at the common threads surrounding the happiest and most successful people. The study showed one unique benefit: the happiest and most successful people have the strongest and most diverse social relationships/support. There are several reports that back this finding up. Social support networks are the single greatest predictor of happiness and long-term success. Your business should encourage social activities to help staff form friendships and networks both in and out of the workplace. Your most social, well-connected staff are likely to be your most valuable employees.
At PayFit, we’re confident that taking these “happiness” tips will increase morale, help you achieve higher staff retention rates and improve productivity. Happy employees are productive employees. We believe that without the desire to achieve happiness within the workplace, you can’t maximise an employee’s true potential.
From the moment they receive their offer letter. Our goal is to create that WOW factor. We do this by surprising new starters with a fun welcome package, a welcome breakfast and of course a robust onboarding experience. We believe that first impressions have a lasting effect and lay the foundations for success at PayFit.
'I was pleasantly surprised with the onboarding process. Starting from the welcome package that I received at home, containing a handwritten card signed by all my future colleagues to the welcome breakfast and lunch on the first day. My buddy helped me to settle in and I couldn’t be happier. This is making the adventure fun and exciting.'
Madalina, Customer Care Manager who joined the team in July 2019
Happiness is contagious.