To work we love, with delight we go. William Shakespeare
There has been much discussion about happiness at work. We are constantly reminded of the Gallup survey indicating 72% of employees are disengaged. According to a Money Magazine poll, roughly 54% of those surveyed said their job is "okay,” 26% said “they can't stand it” and 20% felt it was their “dream gig.” Other surveys talk about which jobs have the happiest workers, which cities have the happiest workers and how much you have to earn to be happy.
What we make of all of this? A few thoughts:
As Abraham Lincoln once said, “People are about as happy as they choose to be.” How is it so many people allow themselves to work at jobs they can't stand, where they are disengaged, or even worse? How many of these people try to educate themselves so they can move to a job where they can be engaged and happy?
Who is hiring these people? And why? Some companies offer financial incentives for employees who choose to leave after orientation and training. The math is clear: a less-than-engaged employee will be noticeably less productive, and that can be corrosive in the workplace. If someone is disengaged, consider severance and a transition out rather than keeping a long-term mismatch.
Don't ignore the reality of the bell curve. Most employees are more intent on being comfortable than anything else. They want enough money to live comfortably by cultural standards, watch TV, eat junk and hang out with friends. Less than 10% of employees have a strong desire to be great at what they do.
Perhaps the best idea is to hire people who are already happy, knowing happiness is an internal choice. Then put them in an environment where they can grow and contribute on an ever-improving basis. For these people, mediocrity is death; they need exciting or meaningful work to thrive.
Pay a “fair day’s wage.” This means you pay at market rate or better. Remember: “when you pay peanuts you get monkeys” — and disengaged employees.
Look at what makes you happy—or not happy—at your company. Others are probably similarly affected. Use a positive attitude to help make constructive changes and improve engagement.
Don Phin, Esq. is VP of Strategic Business Solutions at ThinkHR, which helps companies resolve urgent workforce issues, mitigate risk and ensure HR compliance. Phin has more than three decades of experience as an HR expert, published author and speaker, and spent 17 years in employment practices litigation. For more information, contact ThinkHR.
Frequently Asked Questions
How can an employee improve their happiness at work?
Identify tasks you find meaningful, seek opportunities to learn new skills, and communicate with your manager about ways to align work with your strengths.
What can an employer do about disengaged employees?
Employers can provide clear expectations, development opportunities, and, when necessary, offer transitions that are fair to both the employee and the organization.
Does higher pay always lead to greater workplace happiness?
Pay reduces financial stress, but meaningful work, recognition, and a positive culture are also critical drivers of long-term happiness at work.
How can a manager measure employee engagement?
Use regular pulse surveys, one-on-one conversations, and performance metrics to gauge engagement and identify areas for improvement.