Six scientifically supported steps to build a happier, more productive workplace

Creating a prosperous workplace has become both an art and a science as it increasingly judges a business by its profits. Data increasingly suggest that workplace well-being is measurable, manageable, and transformative when prioritizing individuals and organizations.

Contents of data display Workplace happiness

Research from a wide range of organizations and industries reveals clear, consistent models that promote employee satisfaction and, in turn, drive company performance. The happiness of global employees is currently 73%, which means that one-quarter of the world's workforce is unsatisfied in its current role. If we look at the welfare risk score, we see that globally, 26% of employees are directly at risk at work. This can be a risk to physical and mental health. Our data at Workl show that rewards, recognition, and well-being are directly related to workplace well-being. If these areas are positive, then the happiness score is high. These measurements are part of our larger guide from years of research and data points to show what makes employees happy.

Six Steps to Workplace Happiness

1. Rewards and recognition

Every member of the organization should benefit from its success. A fair salary is essential, and no compliments can compensate for the owed debts – but research shows that rewards and recognition are the most effective when authentic, personalized and at the highest level. 24% of employees surveyed by Gallup feel Meet the most memorable when they come from the CEO of the organization.

2. Information Sharing

Withholding information can make employees feel undervalued and disconnected from the business. It is crucial for the best transparency of the team. It strengthens trust, engagement and performance at all levels. Companies with a knowledge sharing culture Reports improve collaboration and communication, reduce training costs, improve institutional knowledge and higher innovation and solution finding rates.

3. Authorization

Empowering employees means getting them involved in decision making, evaluating their ideas and integrating feedback into a company’s strategy. Everyone brings unique experiences and perspectives to the dining table, and only by considering all opinions can the team achieve the best results. Employee empowerment has been shown to encourage the pursuit of new skills, Increase creativity and increase organizational commitment.

4. healthy

Employee well-being includes physical, emotional and financial status. According to Mindshare's mental health report in the work report, 76% of workers report symptoms of at least one mental health condition, and 84% of respondents believe their work contributes to at least one mental health challenge. A positive workplace culture can reduce absenteeism because dedicated employees tend to be healthier and more determined.

5. Instill pride

Employees who are proud of their work and workplace will naturally become advocates and share their positive experiences with colleagues, potential employees, clients and communities. Their pride will be obvious when they talk about the place of work. Pride grows in the culture, making employees feel connected to the company’s goals and success. It is usually divided into three layers: pride in work, team and company. The proud staff are Six times more likely to recommend a company to others And staying in a company in the next few years is twice as likely as theirs.

6. Job satisfaction

Many factors can affect job satisfaction, but two factors stand out: opportunities for personal growth and the quality of employee manager relationships. Employee engagement is crucial to success. Research shows that respectful treatment and trust between employees and leadership are the main drivers of satisfaction. Bad relationships with managers are often the reason why employees leave, regardless of the company's brand strength. Going beyond relationships, not just compensation, retirement plans or health care benefits – 60% of employees report Leave is the most important factor in job satisfaction.

Each of these steps is measurable, and improvements in any of them are directly related to higher productivity, lower absenteeism, better financial performance, and happier employees. The data also suggest that employees supported in overall health are twice as likely to report workplace well-being as they experience burnout.

Pressure: Silent productivity killer

While short-term stress may inspire people, chronic, unmanagement stress can harm individuals and organizations. Workl's data suggests that several shocking patterns emerge when employees are under high stress without sufficient support:

• Engagement score plummeted
• Employee resignation surges sharply – we call this flight risk
• Double examples of illness and absenteeism
• Customer satisfaction usually decreases because unsatisfied employees are unlikely to provide excellent service

Ethical and commercial necessity

Science is clear: a happy workplace is not “good”. This is absolutely necessary for those who want to attract and retain the best talents, better and prosperous. Leaders must embrace the happiness of their employees and take steps to drive action and positive change in the workplace. Those who do this will not only build better businesses, but will also leave behind a legacy of a workplace that people really thrive.

Lord Mark Price is the founder of Workl and Workl for Businesses and the author of Happy Economics: Why the Most Successful Workplaces Are the Most Successful (Published by Kogan Page)