In the last couple of years, I have had the great honour of working with many leaders who are seeing the value of fostering joy at work.
Recently another article from Harvard with some research on areas at work that increase joy.
Add these findings to Shawn Achor’s research on happiness at work and its impact on the bottom line and you have a very tangible reason for focusing on joy at work – something I have been preaching about forever!
Shawn’s research discovered happiness at work reduces burnout by 125%; increases sales by 37%, productivity by 31% and creativity by 300%; as well as reducing errors by 18% – all are very good for the bottom line!
And happiness or joy is totally about perceptions – or the story we tell ourselves – my latest focus. The stories we tell ourselves about ourselves and others, and our experiences, determine not only our psychological state but also our physical and emotional wellbeing. In this era where mental health of employees has a strong focus, talking about our stories or perceptions and taking responsibility for ourselves is even more important.
At the same time, helping leaders understand their role in helping people believe in themselves and creating an environment in which people feel good about themselves (which also involves growth and development) – one which is fear free and joy filled, is crucial.
Humans have changed very little in the last 500 years! As Carl Buechner said “People will forget what you do; they will forget what you say but they will never forget how you made them feel’. That means paying attention to how people feel when they are around you
We all operate on feelings. And this article expresses the importance of that to the bottom line – both bottom lines! Financial and more importantly, emotional. Which is critical when dealing with all humans – especially millennials!
Blending the sciences of epigenetics, quantum physics, psychology and neuroscience gives us a wonderful platform to transform the way most people look at leadership, sales and working – which in turn changes the way they behave. People DO change – you just have to give them a reason to want to change!
What do you think?