Being Happy at Work

Looking back to 2017, I’dd like to quote, extensively, from :  “Being Happy at Work Matters” – Harvard Business Review, November 14, 2014

To be fully engaged and happy, virtually everyone tells us they want three things:

1 A meaningful vision of the future:

When people talked with our research team about what was working or not in their organizations, and what helped or hindered them the most, they talked about vision. People want to be able to see the future and know how they fit in. And, as we know from our work with Richard Boyatzis on intentional change, people learn and change when they have a personal vision that is linked to an organizational vision. Sadly, far too many leaders don’t paint a very compelling vision of the future, they don’t try to link it to people’s personal visions, and they don’t communicate well. And they lose people as a result.

2 A sense of purpose:

People want to feel as if their work matters, and that their contributions help to achieve something really important. And except for those at the tippy top, shareholder value isn’t a meaningful goal that excites and engages them. They want to know that they — and their organizations — are doing something big that matters to other people.

3 Great relationships: 

We know that people join an organization and leave a boss. A dissonant relationship with one’s boss is downright painful. So too are bad relationships with colleagues. Leaders, managers, and employees have all told us that close, trusting and supportive relationships are hugely important to their state of mind — and their willingness contribute to a team.

Added up, brain science and our organizational research are in fact debunking the old myths: emotions matter a lot at work. Happiness is important.

To be fully engaged, people need vision, meaning, purpose, and resonant relationships.

It’s on individuals to find ways to live our values at work and build great relationships. And it’s on leaders to create an environment where people can thrive. It’s simple and it’s practical: if you want an engaged workforce, pay attention to how you create a vision, link people’s work to your company’s larger purpose, and reward people who resonate with others.

Annie McKee

The highlights are mine.