Happiness At Work #124 ~ Happy UN International Day of Happiness 2015

For the International Day of Happiness 2015 we’re inviting everyone to focus on their connections with others.

This campaign is a global celebration to mark the United Nations International Day of Happiness. It is coordinated by Action for Happiness, a non-profit movement of people from 160 countries, supported by a partnership of like-minded organisations.

A profound shift in attitudes is underway all over the world. People are now recognising that ‘progress’ should be about increasing human happiness and wellbeing, not just growing the economy.

March 20 has been established as the annual International Day of Happiness and all 193 United Nations member states have adopted a resolution calling for happiness to be given greater priority.

In 2011, the UN General Assembly adopted a resolution which recognised happiness as a “fundamental human goal” and called for “a more inclusive, equitable and balanced approach to economic growth that promotes the happiness and well-being of all peoples”.

In 2012 the first ever UN conference on Happiness took place and the UN General Assembly adopted a resolution which decreed that the International Day of Happiness would be observed every year on 20 March. It was celebrated for the first time in 2013.

For the very first International Day of Happiness in 2013, events took place all over the world and we celebrated hundreds of “Happy Heroes” – those people in our communities who do so much to bring happiness to others.

The 2014 Day of Happiness campaign asked people to share authentic images of what makes them happy to “Reclaim Happiness” back from the fake commercial images of happiness that we are so often bombarded with. Many tens of thousands of people shared images and the social reach was estimated to be over 13 million people globally.

International Day of Happiness, 20 March 2015 – 7 Billion Others

“Once you start listening to music, you’ll feel happiness deep down your heart.”

Video portraits from Italy, India, South Africa, Algeria, Cambodia, Chad, and the USA to mark the International Day of Happiness.

On selected international days the United Nations Regional Information Centre for Western Europe (UNRIC), in partnership with the Good Planet Foundation, shares clips from the ‘7 billion Others’ project to communicate the dreams, hopes, and fears of citizens from all over world.

International Day of Happiness: Just how happy are you?

BBC News

Have you ever thought about what truly makes you happy?

It is a question the United Nations is asking us to think about, because it has branded Friday 20 March the International Day of Happiness.

The pursuit of happiness is in fact a very serious business, with experts claiming that loneliness can be twice as deadly as obesity.

See the video of Tim Muffett’s report for the BBC here

How to use staff happiness to boost your business

by Margaret Harris for The Sunday Times Business Times

Research by executive search company Korn Ferry has found that happy employees are good for business: happy staff generate more sales and are better at taking on challenges than those who are miserable in their jobs.

Michelle Moss, director of assessments at Korn Ferry’s alliance partner Talent Africa, said of the research: “Traditionally, staff members worked seriously hard on the job and had fun after hours, at the weekend or in retirement. Today, you are encouraged to be happy in your work and have fun making your workaday contribution.”

Moss has the following advice:

To increase their staff members’ happiness, some big companies provide on-site gyms, hair salons and other services. “The aim is higher staff retention, but the essential building block is employee happiness at the workplace,” she said;

Give staff “happiness injections” to motivate them when the job threatens to overwhelm them. These may take the form of support services, perks or efforts to make work more satisfying;

This process can sound manipulative, but it benefits the workers and the company: people feel good about themselves because they feel valued by their employer;

Celebrating wins, no matter how small, can help raise team spirit and lift morale;

and

Companies with happy employees are likely to be rewarded with increased productivity, lower absentee rates, contained recruitment costs and an easy flow of ideas.

read the original article here

Happy – 2015 UN International Day of Happiness – Pharrell Williams

UN to Create a Playlist of Happiness

What is happiness? The United Nations is teaming up with pop stars to create a playlist that asks, in musical form, that eternal question.

A campaign launched Monday is asking listeners around the world to post through social media the songs that make them happy, with the playlist to be revealed Friday on the UN-declared International Day of Happiness.

The curators who will assess the responses and determine the playlist include the British singer-songwriters Ed Sheeran and James Blunt, US singer-songwriter John Legend, French DJ David Guetta and the Portuguese pop star David Carreira.

UN Secretary-General Ban Ki-moon, who is not generally known for his rock star persona, announced the initiative in an MTV-style video in which he offered his vote for Stevie Wonder’s 1970 hit “Signed, Sealed, Delivered.”

Ban said that the song – also known to be a favorite of US President Barack Obama – represented his hopes for a successful agreement on climate change at a UN-led conference in Paris later this year.

The United Nations in 2012 declared an International Day of Happiness – which coincides with the first day of spring in the Northern Hemisphere – after an initiative by Bhutan, the Himalayan land that measures a “Gross National Happiness” instead of a standard economic indicator.

“On this day we are using the universal language of music to show solidarity with the millions of people around the world suffering from poverty, human rights abuses, humanitarian crises and the effects of environmental degradation and climate change,” Ban said.

Last year, the International Day of Happiness invited music fans around the world to dance to Pharrell Williams’ hit “Happy,” creating a viral sensation.

The campaign, which did not specify restrictions on genre, asked music fans to post songs on social media with the hashtag #HappySoundsLike. The playlist will be released by streaming service MixRadio.

read the original article here

Five Ways Music Can Make You Healthier

You might use music to distract yourself from painful or stressful situations, too. Or perhaps you’ve listened to music while studying or working out, hoping to up your performance. Though you may sense that music helps you feel better somehow, only recently has science begun to figure out why that is.

Neuroscientists have discovered that listening to music heightens positive emotion through the reward centres of our brain, stimulating hits of dopamine that can make us feel good, or even elated. Listening to music also lights up other areas of the brain — in fact, almost no brain centre is left untouched — suggesting more widespread effects and potential uses for music.

Music’s neurological reach, and its historic role in healing and cultural rituals, has led researchers to consider ways music may improve our health and wellbeing. In particular, researchers have looked for applications in health-care — for example, helping patients during post-surgery recovery or improving outcomes for people with Alzheimer’s. In some cases, music’s positive impacts on health have been more powerful than medication.

Here are five ways that music seems to impact our health and wellbeing.

Music reduces stress and anxiety

Research has shown that listening to music — at least music with a slow tempo and low pitch, without lyrics or loud instrumentation — can calm people down, even during highly stressful or painful events.

Music can prevent anxiety-induced increases in heart rate and systolic blood pressure, and decrease cortisol levels—all biological markers of stress. In one study, researchers found that patients receiving surgery for hernia repair who listened to music after surgery experienced decreased plasma cortisol levels and required significantly less morphine to manage their pain. In another study involving surgery patients, the stress reducing effects of music were more powerful than the effect of an orally-administered anxiolytic drug.

Performing music, versus listening to music, may also have a calming effect. In studies with adult choir singers, singing the same piece of music tended to synch up their breathing and heart rates, producing a group-wide calming effect. In a recent study, 272 premature babies were exposed to different kinds of music—either lullabies sung by parents or instruments played by a music therapist—three times a week while recovering in a neonatal ICU. Though all the musical forms improved the babies’ functioning, the parental singing had the greatest impact and also reduced the stress of the parents who sang.

Though it’s sometimes hard in studies like this to separate out the effects of music versus other factors, like the positive impacts of simple social contact, at least one recent study found that music had a unique contribution to make in reducing anxiety and stress in a children’s hospital, above and beyond social contributions.

Music decreases pain

Music has a unique ability to help with pain management. In a 2013 study, sixty people diagnosed with fibromyalgia — a disease characterised by severe musculoskeletal pain — were randomly assigned to listen to music once a day over a four-week period. In comparison to a control group, the group that listened to music experienced significant pain reduction and fewer depressive symptoms.

In another recent study, patients undergoing spine surgery were instructed to listen to self-selected music on the evening before their surgery and until the second day after their surgery. When measured on pain levels post surgery, the group had significantly less pain than a control group who didn’t listen to music.

It’s not clear why music may reduce pain, though music’s impact on dopamine release may play a role. Of course, stress and pain are also closely linked; so music’s impact on stress reduction may also partly explain the effects.

However, it’s unlikely that music’s impact is due to a simple placebo effect. In a 2014 randomised control trial involving healthy subjects exposed to painful stimuli, researchers failed to find a link between expectation and music’s effects on pain. The researchers concluded that music is a robust analgesic whose properties are not due simply to expectation factors.

Music may improve immune functioning

Can listening to music actually help prevent disease? Some researchers think so.

Wilkes University researchers looked at how music affects levels of IgA — an important antibody for our immune system’s first line of defence against disease. Undergraduate students had their salivary IgA levels measured before and after 30 minutes of exposure to one of four conditions — listening to a tone click, a radio broadcast, a tape of soothing music, or silence. Those students exposed to the soothing music had significantly greater increases in IgA than any of the other conditions, suggesting that exposure to music (and not other sounds) might improve innate immunity.

Another study from Massachusetts General Hospital found that listening to Mozart’s piano sonatas helped relax critically ill patients by lowering stress hormone levels, but the music also decreased blood levels of interleukin-6 — a protein that has been implicated in higher mortality rates, diabetes, and heart problems.

According to a 2013 meta-analysis, authors Mona Lisa Chanda and Daniel Levitin concluded that music has the potential to augment immune response systems, but that the findings to date are preliminary. Still, as Levitin notes in one article on the study, “I think the promise of music as medicine is that it’s natural and it’s cheap and it doesn’t have the unwanted side effects that many pharmaceutical products do.”

Music may aid memory

My now-teenage son always listens to music while he studies. Far from being a distraction to him, he claims it helps him remember better when it comes to test time. Now research may prove him right—and provide an insight that could help people suffering from dementia.

Music enjoyment elicits dopamine release, and dopamine release has been tied to motivation, which in turn is implicated in learning and memory. In a study published last year, adult students studying Hungarian were asked to speak, or speak in a rhythmic fashion, or sing phrases in the unfamiliar language. Afterwards, when asked to recall the foreign phrases, the singing group fared significantly better than the other two groups in recall accuracy.

Evidence that music helps with memory has led researchers to study the impact of music on special populations, such as those who suffer memory loss due to illness. In a 2008 experiment, stroke patients who were going through rehab were randomly assigned to listen daily either to self-selected music, to an audio book, or to nothing (in addition to receiving their usual care). The patients were then tested on mood, quality of life, and several cognitive measures at one week, three months, and 6 months post-stroke. Results showed that those in the music group improved significantly more on verbal memory and focused attention than those in the other groups, and they were less depressed and confused than controls at each measuring point.

In a more recent study, caregivers and patients with dementia were randomly given 10 weeks of singing coaching, 10 weeks of music listening coaching, or neither. Afterwards, testing showed that singing and music listening improved mood, orientation, and memory and, to a lesser extent, attention and executive functioning, as well as providing other benefits. Studies like these have encouraged a movement to incorporate music into patient care for dementia patients, in part promoted by organisations like Music and Memory.

Music helps us exercise

How many of us listen to rock and roll or other upbeat music while working out? It turns out that research supports what we instinctively feel: music helps us get a more bang for our exercise buck.

Researchers in the United Kingdom recruited thirty participants to listen to motivational synchronised music, non-motivational synchronised music, or no music while they walked on a treadmill until they reached exhaustion levels. Measurements showed that both music conditions increased the length of time participants worked out (though motivational music increased it significantly more) when compared to controls. The participants who listened to motivational music also said they felt better during their work out than those in the other two conditions.

In another study, oxygen consumption levels were measured while people listened to different tempos of music during their exercise on a stationary bike. Results showed that when exercisers listened to music with a beat that was faster and synchronous with their movement, their bodies used up oxygen more efficiently than when the music played at a slower, unsynchronised tempo.

According to sports researchers Peter Terry and Costas Karageorghis, “Music has the capacity to capture attention, lift spirits, generate emotion, change or regulate mood, evoke memories, increase work output, reduce inhibitions, and encourage rhythmic movement – all of which have potential applications in sport and exercise.”

read the original article here

Pharrell reminds kids to be happy on U.N. International Day of Happiness

Singer Pharrell Williams urges kids to seek happiness during the United Nation’s program for the International Day of Happiness.

Your Happiness Is Part of Something Bigger

by , Director of Action for Happiness

This Friday is not just the first day of spring, it is also the International Day of Happiness – a day to celebrate the things that contribute to human wellbeing and a flourishing society.

One of the strongest findings from all the research about wellbeing is the vital importance of our relationships. We are a deeply social species and we thrive when we’re closely connected to others. But modern society is undermining rather than enhancing these connections.

Our cities and public spaces are increasingly crowded, but more of us are living alone and fewer of us know our neighbours. The digital age promises endless connectivity, but we have fewer face-to-face interactions and often find ourselves paying more attention to the smartphone in our hand than the people we’re with.

The effects of this are devastating. Loneliness has been shown to be twice as deadly as obesity and is now becoming an epidemic among young adults as well as older people. Social isolation is as likely to cause early death as smoking.

Fortunately, there are lots of ways we can start to put this right. In particular, we need to give much greater priority to helping people at risk of loneliness and isolation and supporting the many excellent initiatives that address these issues, includingcampaigns, befriending services, social prescribing, helplines and more.

But this is also about how we treat the people around us in our daily lives. We can each play our own small but meaningful part in helping to create a happier, more connected world.

The theme for this year’s International Day of Happiness is “Your happiness is part of something bigger” – highlighting the importance of these small, everyday connections with others. The aim is to encourage people, wherever they are in the world, to reach out and make more positive connections with the people around them.

This can include simple everyday actions – like chatting to a neighbour, reconnecting with an old friend or sharing a few friendly words with a stranger in the supermarket.

Or it could be something more unusual. For example, Action for Happiness activists (or ‘Happtivists’ as they like to call themselves) are planning Positive Flash Mobs in various major cities, including Amsterdam, Barcelona, Bucharest, Kiev, London, Milan, Perth and Washington DC. The aim is to transform places where we normally ignore each other – like busy streets or train stations – into places of friendliness and connection.

And in the online world, many thousands more people will be supporting the day by sharing inspiring personal messages and images using the#InternationalDayOfHappiness hashtag. Our online relationships will never be quite as valuable as those we have in person, but the internet can still be a great tool for creating more positive connections.

Of course, just one day focused on spreading happiness is not enough by itself; it needs to be the trigger for wider and more sustained changes. That’s why Action for Happiness, the non-profit movement behind this campaign, is also working to encourage on-going action across society, through initiatives like Happy Cafés and theAction for Happiness course.

So if you’d like to help transform our disconnected society into a friendlier, happier and more connected place, visit www.dayofhappiness.net and download your free Happiness Pack which has lots of suggestions for how to get involved.

The International Day of Happiness will be more than just a fun celebration, it will also help to remind us all that the world is a better place when we connect with and care about the people around us.

As Mark Twain once said: “The best way to cheer yourself up is to cheer someone else up”.

read the original article here

The Key To Our Happiness Is Connection, Not Competition

There are two different sides to human nature. Both are important, but the balance between them has huge implications for our wellbeing, culture and future.

One side of our nature is self-interested. This is our in-built instinct to do whatever we can to survive and thrive, often at the expense of others. The other side is co-operative and leads us to help others even when there is no direct benefit for ourselves.

Although Charles Darwin is normally associated with the “survival of the fittest” theory, he also believed that our natural instinct was to care for others. In The Descent of Man he wrote that the communities most likely to flourish were “those with the most sympathetic members”, an observation backed up by research that we are wired to care about each other.

But we have such a strong cultural narrative about the selfish side of humanity that we adopt systems and behaviours that undermine our natural co-operative tendencies. This starts in schools, where the relentless focus on exams and attainment instills in young people the idea that success is about doing better than others. It continues in our marketing culture, which encourages conspicuous displays of consumption and rivalry.

It’s found at the heart of our workplaces, where employees compete with each other for performance-related rewards. It’s behind the self-interested behaviour that makes it so hard to overcome major societal challenges such as climate change.

This “get ahead or lose out” ethos not only fails to promote the better side of our nature, it’s also deeply flawed. In schools, helping young people to develop social and emotional skills doesn’t just enhance their wellbeing, it’s also been shown to boost their performance.

In workplaces, research from Adam Grant, professor of management at the University of Pennsylvania’s Wharton School shows that “givers” – people who help others without seeking anything in return – are more successful in the long term than “takers” – who try to maximise benefits for themselves, rather than others.

For society as a whole, the World Happiness Report 2013, a major global study, found that two of the strongest explanatory factors for national wellbeing are levels of social support and generosity. Our success as a society directly depends on the extent to which we see each other as a source of support rather than a source of threat.

Today is the International Day of Happiness and this year’s theme is “your happiness is part of something bigger”, focusing on the importance of connecting with and caring about the people around us. This matters for sustainability for three significant reasons.

Firstly, it is a timely reminder of the importance of collaboration and the need for systems thinking, both within and across organisations. This is the only way we can solve the major challenges in our increasingly complex and interconnected world.

Secondly, it links to the growing body of evidence including a recent paper from the University of Warwick that shows when people feel happier and more connected they are more productive at work. Dr Teresa Belton, researcher and visiting fellow at the University of East Anglia, has also shown it leads people tobehave in more environmentally sustainable ways.

Thirdly, the deeper message behind the International Day of Happiness is the need for a radical shift in the way we measure progress. This moves us away from chasing GDP growth at all costs and towards a more holistic view of wellbeing as the ultimate goal, taking future generations into account too.

This doesn’t just matter for business leaders and policy makers, it relates to the way that we each behave as individuals and how we treat others in our communities and working lives.

Today people all around the world are taking small actions to create more positive connections with others around them, whether at the office, in the shops, on the train or in their neighbourhood. These tiny moments of friendliness and co-operation aren’t trivial and meaningless; they are the vital lifeblood of a good society.

read the original article here

RSA Animate – The Empathic Civilisation

Bestselling author, political adviser and social and ethical prophet Jeremy Rifkin investigates the evolution of empathy and the profound ways that it has shaped our development and our society. Taken from a lecture given by Jeremy Rifkin as part of the RSA’s free public events programme.

Happiness At Work edition #124

You can find all of these articles and many more in our latest collection here

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Happiness At Work #122 ~ People: our greatest resource, now as it has always been

We are more and more recognising that the ‘soft people skills’ are neither unimportant nor inevitable, and we fail to give them our best attention and expertise at our peril.

“…given the chance, brilliant people want to do brilliant things for and with their own community, because our greatest resource is now, and always has been, people.”  Stella Duffy

Our headline post for this new Happiness At Work collection takes its words from Stella Duffy, writing about the real power of brilliant everyday people to make brilliant things happen – and yes, that would be all of us.

What last year’s very first Fun Palaces experiment discovered, heightened and celebrated was the huge talent, enthusiasm, energy and abilities of people to make something together when there is the right mix of invitation, belief, openness, trust, and recognition.

A Fun Palace is a 2hour or 2day (or somewhere in between) event that is Free, Local, Innovative, Transformative and Engaging.

80% of the 3,000+ people who made them and 80% of the 40,000+ people who took part in last year’s Fun Palaces across the UK and in other countries were experiencing arts activity for the first time.  And 90% of makers believed their Fun Palace made people very happy or happy.

And there is much we might learn from this to take into our organisations, teams and work relationships, as the article about relationships at work collected here all suggest.

Fun Palaces 2015: realising the excellence of local people

Try reading this imagining that Stella Duffy is talking about your organisation, even if you are not a professional working in the arts, science or community engagement…

The 3,183 people across the UK who signed up to make local Fun Palaces last year did so for many reasons…

For most, whatever their initial reason for getting involved, it was the local aspect that proved crucial: working with neighbours (many of them not already friends), local councillors and public buildings, often for the first time, to make great, inclusive work – and making it locally.

One of the things we’re proudest of with Fun Palaces is that it’s not about outside experts. Contrary to many subsidised engagement programmes, this project doesn’t fly in experts to make a difference. It does not look for experts to tell a group how best to function, nor does it believe that experts are best-placed to inspire communities to create their own arts and sciences events. We do not bring in world-class orchestras or top-ranking scientists to work with Fun Palaces; we couldn’t afford to, even if we wanted to – and we don’t want to.

The local person – perhaps not well-known or known at all, but expertly and compellingly enthusiastic – is a role-model who says: “I am from here, I am like you and that means you can do this too.” The local enthusiast, rather than the flown-in expert, underlines the possibility that we can all be creative.

Joan Littlewood said she believed in the “genius in every person” – and we do too. We believe that everyone can make great work, in every field, and that what is lacking is not willing, hard work – nor the brilliance necessary for ordinary people to become expert – but opportunity and encouragement…

What we learned from our Fun Palaces pilot in 2014 was that the experts are already in communities, that excellence of engagement is far more valuable than a subjective excellence of artistic quality.

We also learned that, given the chance, brilliant people want to do brilliant things for and with their own community, because our greatest resource is now, and always has been, people.

Real people, ordinary people, the people: the ones who know their own community’s needs and wants, because they live in it, offering engagement and participation far from Westminster, from the grassroots up.

Maybe you can make something brilliant during this year’s Fun Palaces where you are?  Fun Palaces, 3–4 October 2015, is now open for registration.

Read the full article here

7 workplace myths disproven by research [infographic]

Admittedly this is a real potpourri of seemingly random bits and pieces of research, but it has been made up into an intriguing provocation to some of the assumptions and beliefs that w might need to let go of in the new world of work we are making for ourselves.

Read the full article here

Where To Start On Empathy? 5 Essential Reads

Nathan Wiltshire writes

During the course of my work and life, many people ask me for advice on where to begin their own explorations into empathy. Having personally consumed hundreds of articles, books, blogs, and video content, I thought I would help de-clutter and put on a platter some of the best sources to not only get started, but to challenge your thinking. Happy reading!

1. Empathy: A handbook for revolution by Roman Krznaric

Out of all high-level discussions on empathy, this is by far the most ideal introduction to the topic. As an inspirational yet very accessible read, I suggest this as the ideal stepping-stone into empathy. By approaching the exploration from a philosophical lens, the author provides a high level overview of empathy, interwoven with many excellent historical illustrations and practical real-world examples. Also, there is a great TED talk previewing the book.

2. Down and Out in Paris and London by George Orwell

I like this book as the strongest practical demonstration empathy, in which Orwell immerses himself in a homeless life. For me its impact comes as much from the descriptions of lived experience on the street, as it is for knowing that this was a transformational period for the writer. The reader really gets a strong sense for how this experience provided Orwell with the deepest of insights into humanity, which he would use as the basis for later seminal works that remain relevant today – 1984 and Animal Farm. This might even inspire you to seek immersion in your own life, to intensify your own empathic exploration beyond your usual comfort zone. It is suggested second on this list deliberately as you will find it easier to make the connection between the author’s empathic journey if you start the book with an understanding of empathy basics provided by Roman Krznaric.

3. Zero Degrees of Empathy by Simon Baron-Cohen

This was the first book I ever read by a neuroscientist. I chose this because it seemed logical that in order to really understand empathy, it is necessary to get to the very source – the human brain. Zero Degrees turned out to be an easy to read and fascinating account of the conditions that leave some people without the neurological capacity for empathy. For anyone interested in empathy, this is a key insight as it demonstrates that the vast majority of us can be empathic.

4. Empathy: A motivated account by Jamil Zaki

After reading the first three, this will be a slightly more testing read as the author provides a more technical account of empathy. This has been added to the list mainly because it will make you consider what brings people to empathy (or not). It discusses the selectiveness of empathy, that it is dependent on several personal and situational factors, and that we even avoid empathy under certain conditions. Why do we act when a family member is in need of help, or even a fellow countryman, but not the millions living in poverty in far away places? These are fundamental questions we all need to ask ourselves. It may seem overly technical for some – however, those who can stick with it will gain new levels of insight.

5. Well Designed: How to use empathy to create products people love by Jon Kolko

Having read the first four on this list, you’re probably thinking, ‘Great, I now have some understanding of empathy… but what the heck am I supposed to do with it?’ One of the great challenges I see at the moment is the rapidly developing thought leadership in the clinic sphere, coupled with a relative dearth of advice on applied empathy. Well Designed takes steps towards a practical framework for applying aspects of empathy in product design. The author combines his background in design thinking and develops it to address the need for robust empathic insights. To do this he leverages ethnographic techniques and an immersive account of empathy, which indicates that observation is an essential starting point. The steps contained with this book are simple enough for anyone to try – not only in product development, but also in service or process design.

Read the original article here

10 Ways to Make Employees Happier in 2015

Derek Irvine, employee recognition expert and co-author of The Power of Thanks, suggest his top ten tips to reinvigorate employees, and build and foster a more dynamic company culture…

One simple way to breathe new life into your workforce and culture is by focusing on “thanks” and social recognition.

According to Globoforce’s Spring 2014 Workforce Mood Tracker survey, 73% of employees who are recognised at work feel happier in their jobs. Thanking your employees daily and, in turn, encouraging them to consistently thank each other, will go a long way; as will implementing a recognition program that can help streamline and track moments of “thanks” in your company.

By saying “thank you,” you will not only have happier employees, but employees who are more engaged, motivated and loyal to you as their employer.

Here are 10 ways to create a culture of recognition, and make your employees happier in 2015:

1. Thank your employees every day

While “thank you” is instinctual, it’s most powerful when it occurs repeatedly, and in a timely manner. Focus on recognizing employees on a consistent basis throughout the year.

2. Foster friendships at work

According to Globoforce’s Fall 2014 Workforce Mood Tracker survey, 89% of employees say work relationships matter to their quality of life.

Work friendships inspire and motivate employees, make employees feel more loyal and connected to their company, and provide the foundations for building trust among colleagues.  By encouraging friendships at work, you create a happier employee and also an employee who’s more productive and committed in the workplace.

3. Pay attention to employees’ needs

Some managers are more task-focused than people-focused. Instead of looking at their employees and their needs, they’re looking at their to-do lists.

By keeping your head up, you’re not only in a better position to see and acknowledge your employees’ needs, but also their contributions, which puts you in a much better position to reward their work.

4. Nurture your company’s culture

Choose the values that define your company, and then encourage your employees to express those values in their everyday behaviour.

Instituting a recognition program can help breathe life into these values and make them actionable for employees every day.

5. Encourage employees to celebrate each other

Every company is a collection of communities and of human beings, bonded by their connection to each other through their work.

By giving employees the opportunity to congratulate and thank each other for their work, a culture of recognition naturally emerges through associative behavior.

6. Create better leaders

There’s an old adage that people don’t leave companies, they leave their bosses.

By encouraging people to thank their teams often and, in turn, encourage the same behaviour among employees, a palpable rise in employee happiness will occur.

7. Show employees empathy

The importance of humanity in the workplace cannot be overstated. It’s one of the critical components of developing and retaining employees because, as humans, we have an incredible need for acknowledgement and compassion.

Listen, support and protect your employees, and encourage the same behavior among all teams by celebrating instances where great connections occur.

8. Prolong the honeymoon

New hires love their jobs, are more engaged and feel appreciated and acknowledged at work. However, after passing the one-year mark, these feelings tend to wane.

In order to keep employees happy, make every year feel like the first year. Recognise and appreciate your employees as often as possible so their enjoyment and engagement in the job starts high and stays high.

9. Unite your team

Today’s multigenerational workforce calls for an adaptable culture that is functional for a variety of different styles and approaches.

Understanding people’s motivations and work styles, and being sure to make room for all of them in a united workplace, will help you make great strides in energizing your team.

10. Give “thank-you” gifts

Everyone loves receiving gifts. So why wouldn’t the same apply in the workplace?

Consider giving employees a gift with tangible value, such as a choice of merchandise or gift card, which will in turn improve their engagement, motivation and happiness.

Read the full article here

What Does Your Communication Say About Your Culture?

Are you aware of how your communication style impacts your culture?

Is it the impact you want?

What one change in communication style would make if it returned a better outcome?

Leadership expert 

There are several ways we, as a society, currently communicate:

  • Verbal: Face-to-face, words, tone;
  • Written: Email, text, tweet;
  • Non-Verbal: Body language;
  • Interpretation of environment: Atmosphere, cultural styles.

Your current and future leaders need to be able to communicate in all these ways because today is different from yesterday and it will be different tomorrow. It is a continual change.

However, no matter what method you communicate through, there are some things that will not change.

Perception is reality

How others hear you and how they see you is reality to them, not your interpretation of the situation.

Perception is reality, and whether or not you are listening intently while staring off into the distance during a conversation, the individual you are engaged with will interpret you as disinterested, rude, and disengage quickly.

Organisations must invest in their people to improve self-awareness, understand that perception is reality, and proactively deal with impact of communication on their overall culture.

Don’t kill the messenger

First impressions represent 80% of what people think of you – period. This occurs within the first 90 seconds or less.

To change an impression requires a lot of work over many hours, sometimes even days. You have heard that one “Oh, S***” will replace 50 “Atta boys!” in five seconds! This is the same with first impressions.

In today’s world of speed, your words or letters and their delivery will either capture their attention or eliminate it.

Body language tells its own story. Awareness of your facial expressions, your stance, and your eye contact (to name a few) can create a perception that is very negative or very positive and inviting.

In addition, behaviours are interpreted as actions, whether they are verbal or not. What is your organisational culture telling you if during a manager’s meeting everyone is sitting around the table with their arms folded and checking their phones?

Learning more about non-verbal communication may actually help you reach your return on investment (ROI)!

Big Bang explosions create lasting scars

We mentioned earlier that change is constant. If an organisation wants to meet their revenue targets, they must be able to live through constant change and reduce any type of chaos associated with how work gets done differently.

Some company cultures that experience continual change have often felt that the Big Bang style is the best; as everyone is an adult, they need to get over the past, live with the modification, and get on with it. They proceed to toss all modifications on the table at once and basically tell their people accept it or move on.

But experts say this causes people to wish for the past and how things use to be, blocking them from moving forward and slowing down your team and productivity. Leaders of tomorrow must learn the techniques to eliminate the scaring effects of a Big Bang explosion.

These are just a few examples of how communication can impact your organisational culture.  For companies that are truly serious about their future, it becomes part of their leadership development as they grow leaders for the changing needs of their company’s future.

Read the full article here

Life as a Gymnasium, Trading and Investment as Workouts

When Positive Psychology starts being applied to finance you know it’s being taken seriously!

Although written specifically for finance professionals, especially traders, Brett N. Steenbarger’s ideas here lift easily across and into many of our professional lives, and offer some strengths-based ways to treat ourselves with greater humanity, recognition and appreciation…

My initial post introduced positive psychology as a bridge between the real and the ideal–between who we are and who we aspire to be. The radical paradigm shift of positive psychology is that we don’t cross that bridge simply by solving problems and resolving conflicts. We evolve by building upon our strengths: by becoming more of who we are when we are at our best.

Imagine that life is a gymnasium filled with exercise machines and equipment. One station provides us with a workout for joy and happiness. Another station exercises our capacity for life satisfaction, fulfilment, and gratitude. Still another station pushes us to higher levels of energy and vitality. Creativity, mental toughness, love and friendship,mindfulness – all have their workout spaces in life’s gym.

The notion of life as a gymnasium suggests that how–and whether–we develop hinges on the quality of our workouts. In life, as in the weight room, it’s use it or lose it. We either exercise and develop our strengths or we allow them to fall into disuse. That perspective yields a very different way of looking at our daily calendars and weekly planners: What have I exercised this day, this week? What strengths have I strengthened and which have I neglected? Am I working out, exercising the best within me? Or am I merely coping, keeping head above water in status quo mode?

Development requires expansion, not shrinking. In any gym it is only when we push our boundaries that we expand, becoming stronger, faster–more fit.

Work As Gymnasiums

Because of the need for continuous adaptation, [21st century work] requires ongoing workouts of our psychological capacities. Successful [professionals] must maintain a steady discipline of risk control, a self-confident capacity for decisive action, and also an unusual open-mindedness and flexibility when change occurs. Opportunities are ever-changing, which means that successful [professionals] must be analytical and creative, optimistic and cautious. On top of it all, skilled [professionals] must manage themselves as well as they manage risk and reward. If we fail to maintain focus/concentration, emotional balance, and self-control, our decision making suffers and we can fail to profit from even the best ideas.

Making Your Workouts Work For You

Positive psychology suggests one powerful strategy: dissect, analyse, and study your most successful decisions and actions. Reverse engineer your successes and you will discover your principles for peak performance.

This is what is known in psychology as a solution-focus. To bridge real and ideal, immerse yourself in what you do when you most closely approximate your ideals. If you unearth a great idea and manage it well, break down how you generated the idea, how you turned the idea into an successful strategy, how you managed the risk and reward, and how you managed yourself to sustain good decision making.  If you study your own work over time, patterns emerge. You’ll see errors you need to correct, but you’ll also observe strengths you can build upon. In studying your successes, you will realise that, at times, you already are well along that bridge toward your ideals.

You can’t sustain great workouts if you don’t know your best practices. Exercising your strengths requires that you know what your strengths are. If you begin to catalogue your best work, you will observe your patterns of success: the ways in which you leverage your strengths.

Read the original article here

Also on this theme…

Science Proves That Hugs Can Boost Your Immune System

We know that hugs make us feel warm and fuzzy inside. And this feeling, it turns out, could actually ward off stress and protect the immune system, according to new research from Carnegie Mellon University

Why Managers Need To Focus On Employee Happiness

If managers were smart, they would focus on employee happiness, and allow employees to naturally come up with great ideas and provide great service.

Happy employees are more productive. If an employee is happy, they’ll be more likely to be engaged, and go above and beyond to perform well.

And this has now been proven by research…

Happiness At Work edition #122

You can find all of these articles, and more, collected together in edition #122 of Happiness At Work here

Happiness At Work #59 ~ highlights in this collection

photo credit: art crimes via photopin cc

photo credit: art crimes via photopin cc

This week’s new collection Happiness At Work Edition #59 features a number of stories about the unhappiness and imbalance of our 21st century working lives, with research findings, forecasts and best practice recommendations for how we can remedy this and build a more flourishing life around our work.

Solutions range from making time for more conversation, to being more generous, to harnessing the insights from a new range of apps designed to measure our different ways of feeling at work, to getting outdoors, to practising mindfulness to playing to our preferred ways of working, especially if we are an introvert.

And, too, as this first story and a couple of our later articles suggest, we need to redesign our outdated 20th century ways of working – where we do it, how we do, when we do and who we do it with – if we really want to build a more resilient, sustainable, workable and successful future…

CIPD warns business – use top female talent or lose it

As the green shoots of economic recovery emerge, new CIPD research shows how urgent action needs to be taken by the corporate world to stem the leaking talent pipeline that could hinder the progress of growth.

Building on the messages in a report from the Women’s Business Council published in June, it is clear that if business does not adopt flexible or innovative working practices, it will continue to lose impressive women who decide to set up their own businesses to achieve a better work-life balance.

‘Inspiring Female Entrepreneurs,’ the second report in a three part series by the CIPD on entrepreneurial practices, highlights that there are more than 2.4 million unemployed women who want to work and that if there were as many female entrepreneurs as there are male entrepreneurs, GDP could be boosted by 10% by 2030.

To gain insight into what motivates female entrepreneurs and makes them successful, the CIPD interviewed a number of women to find out what made them go solo, what has made them thrive and what they think would encourage more to set up on their own. What became clear is that employers could have much to gain by creating the conditions in which these talented and committed women could thrive in the corporate world…

Link to read this article

photo credit: ttnk via photopin cc

photo credit: ttnk via photopin cc

Why You Should Care About Having Friends At Work

By 

Chatting over lunch and joking with coworkers may not seem like more than pleasant distractions at the office, but they could have an enormous impact on your work life. With employee engagement declining and more than eight in 10 American workersexperiencing job-related stress — female employees being even more more vulnerableto workplace tension than men — friendship could make the difference between happiness at work and burnout. Research has found that strong social connections at the office can boost productivity, and could make employees more passionate about their work and less likely to quit their jobs.

According to Christine M. Riordan, provost and professor of management at the University of Kentucky, camaraderie is a key ingredient to happiness at work for male and female employees. A study led by Riordan, published in the Journal of Business Psychology in the ’90s, found that the mere opportunity for friendship increases employee job satisfaction and organizational effectiveness…

Link to read this article in full

photo credit: Victor1558 via photopin cc

photo credit: Victor1558 via photopin cc

The Surefire Way To Be Happier At Work: Chat With Your Coworkers

A NEW STUDY FINDS THAT PEOPLE REALLY ARE PRETTY MISERABLE AT WORK, AND NOT MUCH YOU CAN DO WILL HELP. BUT THERE IS ONE PRETTY EASY FIX: YOUR COWORKERS.

…According to a new study (PDF) by Alex Bryson and George MacKerron, published through the Centre for Economic Performance at the London School of Economics and Political Science, of all the things we choose to do at work (other than work!), it’s casually interacting with our colleagues that makes us happiest. From the article:

The largest positive net effect of combining work and another activity on happiness relates to ‘Talking, chatting, socialising’. . . .There are clearly positive psychological benefits of being able to socialise whilst working. It is the only activity that, in combination with working, results in happiness levels that are similar to those experienced when not working…

photo credit: marinakvillatoro via photopin cc

photo credit: marinakvillatoro via photopin cc

‘Talking at mealtimes boosts children’s confidence’

By Judith Burns

Mealtime chatter helps boost children’s communication skills, suggests a study by the National Literacy Trust.

Children whose families sit and talk during meals are more confident, the poll of 35,000 UK children indicates.

But more than one in every four misses out on daily mealtime chats with their families, suggests the poll.

Former EastEnders actress, mother and literacy campaigner Natalie Cassidy said: “Food is fuel for our bodies.  So is conversation for our brains.”

Ms Cassidy urged parents: “Even if you’re strapped for time, make 10-15 minutes to all sit down together.”…

The data suggests that sitting in silence at mealtimes is worse for children’s confidence than not sitting down for family meals at all.

The results suggest that some two-thirds (62%) of those who talk daily with their families at mealtimes feel confident to speak in front of a group, compared with less than half (47%) of those who eat in silence and just over half (52%) of children who don’t sit down for meals…

The trust’s director Jonathan Douglas said: “Our research shows just how vital conversation at home is to the future success of our children and young people.

“Talking and communicating at home, for example at mealtimes, will help children gain the skills they need for a successful and happy life.”

Link to read this article

An Introvert’s Guide To Happiness

By Beth Gilbert

Are you an introvert or an extrovert?

Introverts — people with quieter and more reflective personalities — typically thrive within the inner workings of their own minds. Extroverts, however, are more outgoing and tend to feel comfortable surrounded by people.

But social savvy isn’t the only difference between the two personality types: Research shows that the factors that contribute to an extrovert’s happiness and those that add to an introvert’s happiness don’t always mesh.

“An introvert’s rocket fuel is an extrovert’s Kryptonite and vice versa,” says Nancy Ancowitz, business communication coach and author of Self-Promotion for Introverts. “Long stretches of quiet activities like reading, writing, and researching may energize an introvert, but can serve as solitary confinement for an extrovert. Frequent social interactions and multitasking can energize an extrovert and really zap an introvert.”

Story continues as a slideshow

photo credit: marfis75 via photopin cc

photo credit: marfis75 via photopin cc

Research Finds Happiness Is Found Outdoors

by 

The David Suzuki Foundation has discovered happiness. A report from the foundation has confirmed that a daily dose of nature boosts happiness and wellbeing…

The foundation asked more than 10,000 Canadians and 250 workplaces to participate in what it called the 30×30 Nature Challenge. Those participating were challenged to get outside for half an hour a day for 30 consecutive days.

Trent University Researcher Dr. Elizabeth Nisbet conducted the research initiative.

“We found that participation in the 30×30 Nature Challenge almost doubled their time spent outside during the month and reduced their screen time by about 4.5 hours per week,” said Nisbet of the spring report. “They reported significant increases in their sense of well-being, feeling more vitality and energy, while feelings of stress, negativity and sleep disturbances were all reduced.”

Nisbet reported the research indicated workplace participants said they felt more productive on the job. She reported participants indicated a slightly stronger sense of identification with the natural world and a desire to spend more time outdoors. Many of the people who took part in the challenge said they felt happier by eating lunch outside or walking through a park.

According to the foundation, the results of the challenge are consistent with growing evidence that even brief nature contact enhances positive mood and reduces stress…

Link to read the rest of this article

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photo credit: fiddle oak via photopin cc

Pay It Forward: Why Generosity Is The Key To Success

by Sean Blanda

When it comes to when and how we help others, most of us fit into one of three categories:

  • Givers, who help others unconditionally, demanding nothing in return.
  • Matchers, who usually only help those who have helped them.
  • Takers, those who demand help but never offer.

Penn professor Adam Grant is a Giver. He’s also the youngest tenured professor at Wharton and is the author of the best-selling Give and Take. Grant believes that the success of our careers is due to our generosity with our time and knowledge. Givers, he says, are usually either at the top or bottom of their field, with Matchers and Takers sprinkled in between.

After publicly proclaiming to the world that he answers any and all favor requestsin the New York Times, Grant is the best test case for his own theory. However, Grant manages it all well thanks to being ruthless with his time. I asked him how he handles the deluge and if he has any advice for those of us who feel too squeezed to be good “Givers.” …

Here is the link to read this interview with Adam Grant

photo credit: jspad via photopin cc

photo credit: jspad via photopin cc

3 Insights from the Frontiers of Positive Psychology

By Elise Proulx

…“The science of positive psychology has now achieved a point where it is comparable to the other sub-disciplines of psychology,” wrote IPPA president Robert Vallerand in the Congress’ welcome message. “And the scientifically informed applications of positive psychology are more popular and diversified than ever.”

As Vallerand suggests, the leaders of positive psychology have always prided themselves on delivering scientific findings with clear practical applications. Here are three of the most striking and practical insights I took away from the Congress.

1. Look to the future for a meaningful life.

Now-familiar research shows that we are happiest when we live in the present and that practicing mindfulness — which involves tuning in to our thoughts, emotions and sensations in the present moment — is good for our bodiesbrains and relationships.

But in their IPPA keynote, Martin Seligman and Roy Baumeister, both giants in the field of positive psychology, argued for the importance of focusing on the future. Looking ahead, they believe, can bring meaning to our lives — a school of thought they call “prospective psychology.”

The core of this concept is that it becomes a lot easier to understand some of the complexities of the human mind once you consider that we evolved to predict the future — and that doing this well is key to survival.  “So intelligence isn’t about what you know,” said Seligman, “but about how well you can predict an act in the future.”…

So while happiness may be all about the present, meaningfulness may be found in the future. Only by connecting the two can one find the greatest meaning, purpose and happiness in life.

2. Detaching from work is a good thing … for most of us.

…Sonnentag defines detachment as a sense of “being away from work.”  While this feeling has different sources for different people, it could include staying off work email and not thinking about work in the evenings and on days off.

Detaching from work allows individuals to feel recovered and refreshed, Sonnentag said, which then allows them to have more energy and be more efficient in their work lives.

Sonnentag says detachment from work seems especially important — not surprisingly — when job stressors are high. Indeed, the more time pressure employees feel, the less able they are to detach, which leads to a negative spiral of stress and rumination.

Supervisors should take note: Being realistic about deadlines may make for a more efficient operation.

But not everyone feels the benefits from detachment: Employees who have strong positive emotions toward work — such as firefighters who feel their jobs provide a positive social impact — may benefit more from not detaching.  For this group, the positive feelings they have during the day spill over into evening rest time, and detaching can actually negate those positive feelings.

That said, while each individual needs to assess his or her own need for detachment, for most of us, periodically disconnecting from the stress of work and the burdens of technology — for example, by taking a Friday night family break from all electronics – is probably an important way to guard against burnout — and make us better workers.

3. “We shape our dwellings, and afterwards our dwellings shape us.”

These words from British Prime Minister Winston Churchill infused psychologist Marino Bonaiuto’s talk on environmental psychology.

Bonaiuto, of the University of Rome, studies how the physical components of our environment are linked to and affect our mental states and social interactions.  When an individual’s biological or psychological needs are met by the resources available in the environment — green spaces, physical layout of infrastructure, well-tended buildings — there is good “person-environment fit” that leads to greater well-being…

In this way, Bonaiuto was affirming a theme I heard often at the Congress: the power we have to shape our happiness and the happiness of those around us.  Whether as individuals or working together as groups, the presenters emphasized, we can affect our external environment and internal landscapes for the better…

Here is the link to this article in full

photo credit: h.koppdelaney via photopin cc

photo credit: h.koppdelaney via photopin cc

Mindfulness can improve leadership in times of instability

by Cheryl Rezek

A mindful leader can respond to change with focus and clarity, and avoid repeating the same mistakes

What does the ancient eastern practice of mindfulness, often associated with orange-clothed chanting monks, have to do with the fast-paced, performance-driven style of western leadership? In tough times, it could act as an influential asset in the public service’s fight for survival.

Mindfulness is about paying attention to what is happening in the present moment, a moment in time. It is about focusing attention on the present in a way that allows that moment to be experienced and observed closely. It involves developing the skills to allow yourself to engage actively with whatever is happening at the time, as well as concurrently viewing that moment from a more strategic standpoint.

…When there is less clutter and fewer distractions within one’s own head it is easier to gain clarity and perspective; mindfulness allows one to both notice more detail and see the bigger picture.

A mindful leader can reduce disorder by bringing focus and intent to the situation. By acknowledging and accepting change, the leader can step back, observe and respond with composure and purpose.

Dealing with change

If leaders realise that change is inevitable, they can encourage sufficient resilience in individuals, teams and organisations.  …This helps to safeguard an organisation from disillusionment and destruction by enforcing outdated rules and processes.

Research on mindfulness suggests that it can also help to:

•  reduce the cost of staff absenteeism caused by illness, injury and stress

•  improve cognitive functioning, memory, learning ability and creativity

•  improve productivity and improve overall staff and business wellbeing

•  reduce staff turnover and associated costs.

Mindful leadership is not a patronising fad implying that, if we are calm, everything will be fine.  The reality of our working world is that all may not be fine.  What mindfulness can do is develop a thinking, emotional and instinctual mind so that the leader can do the best for self, team and organisation.

This is the link to this original Guardian article, which includes a link to the full version of Cheryl Rezek’s article 

photo credit: miriam.v via photopin cc

photo credit: miriam.v via photopin cc

9 Leadership Essentials To Cause Meaningful Work

by 

Meaningful work stirs up internal satisfaction through doing the work and releasing it for others to benefit and experience.

While meaningful work is experienced at an individual level, its power is fully unleashed when it’s a characteristic of workplace or team culture.

So, then, what do leaders need to do to cause meaningful work?  Here are nine essentials.

Clarity in Your Values

Know what you stand for to anchor your leadership…

Culture of Optimism

The work environment needs to lead employees to believe that great results are possible through their contributions – individually and collectively. Additionally, employees are inspired by the good works of others and by their own output.

Concentration on People

A leader must believe that employees are the cornerstone to a business’s success.  Leadership actions and decisions essential for meaning are made from this central belief.

Connection Among Employees

Meaning expands when people have a sense of belonging.  Brené Brownadvocates that people need to believe they can be themselves and not worry about fitting in.  When connections exist among employees, belonging can emerge.

Constancy in Purpose

Leadership 101 always asks us to paint a picture of where we need to take the team.  Purpose helps paint such a picture.

Creative Conflict

Deeper meaning emerges when there is conflict between what we believe and do, and with different beliefs and approaches presented by others.

Charisma for Learning

Meaning thrives on insight and awareness.  These two criteria are only possible when we stay in a continuous learning loop…

Courage to Care

Address half-ass work and missed deadlines.  Celebrate milestones.  Give just-because recognition.  Have the courage to show you care about people and quality results – consistently.

Continuous Progress

Work that results in little or no progress frustrates, infuriates, alienates, and decimates meaning and hope.  People must see progress and alignment with the purpose you communicate.  Without progress, meaning wanes.

This list presents a major leadership challenge.  The weak leader will choose to procrastinate in creating a culture where meaningful work abounds. However, given the abysmal state of the workplace, it’s a choice that cannot be overlooked if a thriving culture is important to producing results and keeping talented people from leaving your team.

Link to read this article in full

photo credit: chlip via photopin cc

photo credit: chlip via photopin cc

Why HR should tip its hat to the measuremement of wellbeing

by Andy Philpott

…there is much more to it than the headlines which revel in us being happier than the French or proclaim that marriage makes you happier than co-habitation.

The research also provides useful insight for anyone whose job it is to ensure their organisation can attract and retain the right employees.

For instance, the findings that those who work flexibly or study part-time have the greatest sense of wellbeing should spur any organisations to think about how training, education and a creative approach to working hours can be used as employee benefits.

The negative impact that illness and disability has on wellbeing is a call to action for all employers to take these issues seriously in the support they offer their employees.  Not just through reactive measures like employee helplines and health insurance but by proactive wellbeing programmes – whether these relate to financial or physical wellbeing.

More broadly, the focus on wellbeing is a reminder that happiness makes a great difference to the way people approach their lives. This applies to the workplace as much as anywhere else…

Here is the link to the rest of this article

From heart rates to surveys: How to keep workers happy

By Nastaran Tavakoli-Far

Unhappy workers leave.  

Recent studies show that up to 70% of workers in the US are “not engaged” or “actively disengaged” at work.

Happy workers tend to be more productive – which makes it sensible to focus on making sure your staff are content…

Tiny Pulse is an app which sends out short weekly surveys to workers to see how happy they are, and makes graphs of the results so bosses can see how workers feel each week.  Employers can tailor the surveys, and can also give positive feedback straight to workers.

The app also allows employees to communicate with their bosses – anonymously.

Better tech at home

Microsoft chief envisioning officer and author Dave Coplin believes workers often have better technology at home than in the workplace; it used to be the other way around.  As a result he thinks people are often frustrated at work.

“Today people feel trapped by technology,” he says, explaining many workplaces have limited its use.

Work.com’s Nick Stein agrees.  Work.com is a platform that aims to increase performance, by focusing on aligning goals between employer and employee, providing feedback, and mutual motivation.  On Work.com employees have profiles which display their expertise and goals, and employers and employees can praise each other on performance day to day, rather than in one end-of-year review.

Mr Stein says the internet has given people more voice than ever before, but work environments have not kept up – it can still be hard to speak up.

Workers may feel they need to be at a certain level before they can express their views…

Healthy brain, healthy work

Companies don’t have to use bespoke tools to create happier workers.  Devices used to measure various health indicators can also gauge worker happiness.

Neuroscientist Rob Goldberg believes that pushing people is simply bad for the brain.  The result is that they don’t do their best work.

“We really need to push the perspective that brain health and performance are one and the same thing,” he says.

Mr Goldberg is part of Neumitra, a start-up out of MIT.  Their app Bandu measures stress levels via a special wrist watch.

Feeling stressed is a survival mechanism – however it stops the brain focusing and functioning effectively, according to Mr Goldberg.  He says employers should monitor workers’ stress levels and adjust accordingly.

There may even be the need for fundamental changes.  Mr Goldberg points to the high stress levels caused by getting into the office at rush hour.

Apps like Cardiio, which measures heart rate, can be used to check employee health.

Yet working 9-5 is a historical throwback to the manufacturing production line, and is no longer relevant for many companies, he says.  So one easy way to reduce stress might be to change working hours to reduce the amount staff have to travel at peak times…

Journalist and founder of the non-profit The H(app)athon Project John Havens believes that other health related apps and tools can and should be used by workplaces.

He points to apps like Cardiio, which measures heart rate using an iPhone’s camera, and Affectiva, created so that advertising agencies can read people’s emotions through their facial expressions.  These tools may not have been designed with offices in mind, but he says they can be used by bosses to see how well, and in turn how happy, their workers are.

However, he believes there are other factors at work.

“Most of it boils down to having a sense of purpose and meaning,” he says about workplace happiness.  “These should be more of a focus.”

Basic questions, not tools

Consultancy Delivering Happiness believes in the importance of deriving meaning from work.  It began as a book by Zappos chief executive Tony Hsieh, looking at how companies could make workers happy while also pursuing profits.

Now they consult, helping businesses focus equally on worker happiness and profits.

Chief executive Jenn Lim says happy workers require a company that knows what its values are, and that this is more important than tools and technologies.

“[Not asking these questions] is the answer to why we as a society can’t sustain our happiness,” she says.  “It all comes back to very basic things. If we don’t have the values in place all the rest could be a lost cause.”

Link to this article  about these 21st century ways of achieving greater happiness at work

photo credit: AlicePopkorn via photopin cc

photo credit: AlicePopkorn via photopin cc

Britain’s working culture ‘damaging family life’

A new study has highlighted the impact that Britain’s ‘all work and no play’ culture could be having on employees’ personal lives.

Health cash plan provider Medicash conducted a survey of more than 1,000 working parents and found that more than four out of five (83 per cent) felt guilty about the amount of time they dedicated to their jobs.

Half (50 per cent) of respondents said their work commitments had limited the amount of time they could spend with their children and 46 per cent had experienced problems in their relationship with their partner.

A quarter (25 per cent) of workers have neglected friends because of their career responsibilities, according to the research.

Focusing on how demanding jobs can impact family life, the study found that 50 per cent of working mums and dads had missed a child’s sports day, school play or parents’ evening and 43 per cent had worked through holidays.

The majority (59 per cent) of people polled admitted that their children had complained about the amount of time they devoted to work.

Cary Cooper, professor of organisational psychology and health at Lancaster University and director of employee wellbeing firm Robertson Cooper, said: “The fact that many people feel guilty about how they spend their time is hugely significant – it shows how important it is to maintain work-life balance.

“The evidence shows that flexible working delivers to the business’ bottom line, with employees feeling less guilty about how they spend their time and achieving a better balance between work and home commitments.”

photo credit: americanartmuseum via photopin cc

photo credit: americanartmuseum via photopin cc

The Five Beats of Successful Storytelling & How They Can Help You Land Your Next Job

by Jenn Godbout

Author Philip Pullman wrote, “After nourishment, shelter and companionship, stories are the thing we need most in the world.”  Whether we’re talking about life, business, or art, storytelling is an essential skill. Maybe even THE most essential skill.  But that doesn’t mean it comes naturally.

Whether it’s your own personal bio, a summary for your company’s “about” page, or a pitch to a major client, fitting everything important into a concise yet engaging narrative is a challenging task.  So we turned to performer, comedian, and storytelling guru David Crabb to share his storytelling framework.  It’s called the Five Beats of Storytelling, and you can use it to make any story more interesting, engaging, and memorable.

For example, let’s say you’re a business major-turned-illustrator who’s jumped from finance to freelance and is now seeking an in-house position. When the interviewer asks about your work history, you’ll want to convey how your background is relevant, your excellent work ethic, and your passion for the position.  The five beats can help you hit your mark AND keep your audience engaged. Here’s how it breaks down:

Beat 1: The introduction

Where you set the scene and tell your readers everything they need to know to understand why what you’re about to say is important…

Beat 2: The inciting incident

The question that your story is asking OR when the protagonist (you or your company) is faced with a challenge.  This is a great place to show vulnerability…

Beat 3: Raising the stakes

A series of moments that give weight and context to the inciting incident.  This is a great place to get specific and provide details that will make your story more memorable…

Beat 4: The main event

This is where we see the inciting incident come to a head (aka the climax).  This is either the answer to the question we asked in the second beat or where the protagonist solves his or her dilemma — a pivot or a change (even if it’s just a shift in attitude) should occur…

Beat 5: The resolution

In the fifth beat, you have an opportunity to highlight what makes the story unique.  If you’ve just described a failure or challenge, this would be the time to reflect on what you learned…

Link to read this article in full

photo credit: mharrsch via photopin cc

photo credit: mharrsch via photopin cc

Happiness At Work Edition #59

For all of these stories and more see our Happiness At Work collection…

Enjoy.