Making Your Workplace Happy


I just read a great blog entry by UK performance coach Joan Henshaw called 4 Ways to Delight Your Employees where she says: "Most of the business owners and managers I work with genuinely want their employees to be happy at work. Why wouldn’t they? For one thing, happy employees are always far more productive than unhappy employees!."

How do you delight employees? Henshaw says:
1. Get clear on your expectations
2. Help your employees connect with the mission and purpose of the business
3. Give feedback and recognition
4. Show care, interest, and concern

Great points. I couldn't agree more with the importance of these steps to a happier workforce.

To add my two cents, I would say that the way to a happy workplace is L*O*V*E:

L = Listening: The power of listening cannot be emphasized enough, I believe. Why? Because we usually half-listen. We take it for granted most of the time. We pay lip service to listening, rather than actively listening with empathy.

O = Open Communication: The power of open communication, like listening, cannot be emphasized enough. Open communication is two-way communication, not one-way. Open communication is honest and direct. For communication to be open, employees must feel that it is safe to say what is on their minds and in their hearts.

V = Voice: When employees have a true voice, they are heard and respected. Their opinion counts. And wherever possible, their input is implemented.

E = Empowerment: And when a manager does the four things that Joan Henshaw recommends, plus Listening, Open Communication, and Voice, the result can be Empowerment, where people have the confidence (their own, and yours) to do the right thing.

If you really love something, as the song says, you set it free. Setting employees free means trusting them to do the right thing for your customers.

Posted by Terrence Seamon on Wednesday April 13. For more ideas on empowering people, contact Terry and invite him to your organization.

Comments

Jen Turi said…
Great post, Terry. It all comes down to trust and these suggestions by both you and Joan are also effective ways to build trust between the organization and employees.
Terrence Seamon said…
Thanks for your comment Jen. Trust is so important in organizations that are seeking the path to high engagement.

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