Last week, I shared an article about the number one trait of great leaders. This week, I’d like to focus on another article. This one, from CNBC’s “Make It” blog on October 13, is about what makes employees happy.
The CEO of an executive search firm who has interviewed more than 30,000 candidates found 6 keys that create happiness at work as reported by employees. Knowing these and, better yet, working to improve them in your workplace is one way to build a powerful, purposeful culture and become THE place people want to work in your community:
- A good boss. The details about this point echo our Stretch from last week—having a boss who understands your strengths and coaches you and puts you in a position to leverage those well. It also speaks to the employee’s responsibility to make sure that their boss doesn’t have to guess as to the skills you’d like to develop and what management style works best for you to achieve results in your position.
- Work-life integration options. This looks different for different people and different positions, but, since COVID, we don’t have to wonder if people can produce great work without being confined to a particular set of hours or location. Looking for where this might make sense for employees is an important criteria for today’s manager.
- Enough money. If someone is not making a fair, living wage, they will not be happy, even if other happy-at-work boxes are checked. Assuming they are, I personally want employees who want to make more and advance their careers and lives. I find them to be more motivated to grow, learn, and be challenged to meet new goals. I tell them they can and should ask for whatever they want to make and be prepared to present and discuss a plan that makes sense for the health of the business, our clients, and of course, for them.
- Autonomy. Being treated like a capable adult without constant micromanagement is essential to creating happy, responsible employees. It also protects the sanity of the manager and leader. There are many reasons why employers and managers over-manage their employees. If you get this feedback from team members, it would be good to consider getting some coaching to learn how to hold your folks accountable without the micromanagement that destroys trust and stunts innovation and growth.
- Professional Growth. When employees believe that there is a path for advancement, they feel like they’ve got a future in your company, and that makes them more confident and willing to challenge themselves. Make those opportunities known and encouraged. If you’re an employee, ask your manager about this and be proactive about attaining the skills needed to advance your position and/or your compensation.
- Meaningful work. Lately, I’ve heard a lot of dissent about this, but I’ve seen real life examples within our clients’ companies when we drill down to why our work truly matters to us and for our clients and what would make it more so. Because of this, I’ve seen people gain a whole new level of motivation and sense of purpose. When they do, they are happier on the whole. Granted, meaningful work looks different for everyone, but as long as people feel like their work is making some kind of a positive difference, they respond feeling more optimistic and engaged.
If you would like to create happier employees who love where they work, who they work for and with, and what they get to do every day, consider enrolling in our Leadership Academy where we help leaders and managers just like you learn the precise skills to build a positive, aligned, and accountable culture of team members who are ALL IN on the accomplishment of your future vision. You CAN become the place where no one wants to leave and everyone wants to work!
Or you might consider a Team Calibration Retreat which helps your entire team to pull together, align with the vision, values, and expectations and step fully into a positive, productive work culture.
And, if you want it all for your team, we offer Leadership Mastery which includes both and whole lot more!
Call us to learn more or visit our website at www.LionSpeak.net.
“Training is not an expense, but an investment in human capital.”
~ Roy H. Williams
