How Could Happiness Make You More Productive At Work?


A study from Oxford University found that employees are 13 per cent more productive when they are happy, even when their mood is being affected by external factors beyond their job.

So how can you ensure that your team maintains that extra bit of productivity as an employer? Is it as simple as producing factors that provide them with happiness?

Here are four ways that employers can generate satisfied employees and keep them happy.

Give A Clear Pathway Of Progress

Your employees want to ensure that your current learning and skills are being recognised appropriately by you. If not, they may feel that their current goals do not align with how they are traversing their current employment with you.

You should be able to provide your employees with a clear path of progression with regard to their employment with you. To assuage fears regarding stagnation or general unappreciation, lay out what needs to be done for one of your team to earn a position with greater responsibilities. When they follow through with fulfilling the criteria, you need to follow through on your promises.

Is Their Toolbox Filled With What They Need?

All too often, employees aren’t given what they need to complete their job as efficiently as they could. This can become especially frustrating when workers are told they need to do a better job, but then their requests for resources that would improve efficiency are denied.

Seek input regarding which tools could assist them in their tasks, and carefully consider their impact on productivity levels to provide a clearer evaluation.

Are They Respected In The Company? 

There are far too many instances where employees are mistreated, and the business eventually finds itself subjected to lawsuits.

Harassment, bullying and other forms of mistreatment have no place in the workplace (and are illegal to boot), but when such behaviour comes from a manager, employees may feel they have no way to get the relief they deserve. This creates low morale and high turnover.

Leaders should always be ready to assess their own actions to determine if changes need to be made. Clear reporting mechanisms and support resources should be made available to all without the risk of negative consequences for whistle-blowers. There should be no fear attributed to this action.

Give Your Employees A Break

With the shift to normalised remote work and hybrid work models, many employees may find that their normal 9-5 workday is not as applicable as it once was.

Emails and phone calls often come at all times of day, with the expectation that workers are always available to respond to any request.

While your team may not complain directly, blurring the line between work and home can quickly lead to stress and burnout.

Give your employees a chance to disengage from their work by re-establishing clear boundaries vis-a-vis work-related matters.


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