Why happiness is good for business with Jenn Lim
Summary
TLDRIn this live session, Abby Guthkelch from Facebook Workplace interviews Jen Lin, a global authority on workplace culture. Jen discusses the importance of employee happiness and belonging in driving performance, emphasizing the need for leaders to create supportive environments. She introduces the concept of 'wholeness', advocating for a holistic approach to employee well-being that includes both highs and lows. The discussion highlights the role of technology in fostering community and the significance of aligning personal values with organizational purpose to achieve meaningful work.
Takeaways
- π Employee Experience (EX) is pivotal in fostering a sense of belonging, which enhances performance by focusing on aspects like purpose, trust, meaning, and pride.
- π Companies must support their people with the right technology and environments to maintain connectivity and a sense of belonging, regardless of location.
- π Workplace from Facebook identified three key rules for leaders to transform EX: supporting well-being, building community, and enabling efficient communication.
- π Leaders play a crucial role in EX strategies by creating environments that enable happiness and thriving among employees, as well as being active and visible within those communities.
- π Jen Lin emphasizes that happiness at work is not just about feeling good; it's about creating sustainable, meaningful lives that contribute to a company's success.
- π± The concept of 'wholeness' is introduced, suggesting that organizations should consider the complete spectrum of employee experiences, including both highs and lows.
- π Technology is a tool that can support remote work and community building, but it must be used intentionally and effectively.
- π€ Virtual communities can play a significant role in maintaining workplace culture and employee well-being, especially in a remote work environment.
- π There's a shift from work-life balance to work-life integration, highlighting the importance of respecting employees' whole lives.
- π Jen Lin's upcoming book introduces the 'Wheel of Wholeness', a tool for individuals to assess and improve various aspects of their lives for better work engagement and satisfaction.
- π Organizations should leverage the science of happiness to create happier workplaces, focusing on purpose, values, autonomy, progress, and connectedness.
Q & A
What is the main focus of the live session with Jen Lin?
-The main focus of the live session is to discuss employee happiness, fostering a sense of belonging among employees, and the vital role leaders play in employee experience strategies.
What is the 'Adaptive Age' mentioned by Jen Lin?
-The 'Adaptive Age' is a term used by Jen Lin to describe the current era characterized by rapid technological advancements, hyperconnectivity, and the need for organizations to adapt to change in real time to stay competitive.
What does Jen Lin believe is the key to building a successful organization?
-Jen Lin believes that focusing on happiness, wholeness, and creating meaningful lives for employees is the key to building a successful organization.
What are the three rules identified by Workplace from Facebook for transforming employee experience?
-The three rules are: supporting well-being, building community, and enabling efficient communications.
How does Jen Lin define 'wholeness' in the context of organizations and individuals?
-Jen Lin defines 'wholeness' as considering both the highs and lows of an organization and individuals in a holistic way, emphasizing the importance of authenticity and aligning personal values with organizational purpose.
What role does technology play in fostering workplace cultures and employee happiness, according to Jen Lin?
-Jen Lin suggests that technology should be used as a tool to support and enhance workplace cultures and employee happiness, especially in a remote or virtual environment.
What does Jen Lin recommend for leaders to immediately impact employee happiness and wholeness?
-Jen Lin recommends that leaders start with purpose and values, engage in exercises to understand individual purposes and values, and ensure they align with the organization's purpose.
How can organizations shift their purpose and align their values, especially if they've been around for a long time?
-Jen Lin suggests that organizations can shift their purpose by getting executive buy-in, breaking out into subgroups to realign around a new purpose, and making the purpose relevant to today's society.
What is the 'Wheel of Wholeness' mentioned by Jen Lin?
-The 'Wheel of Wholeness' is a tool that represents the different aspects of an individual's life that contribute to their overall well-being, such as mental, emotional, physical, spiritual, purpose, and financial elements.
How does Jen Lin suggest measuring the impact of happiness initiatives in the workplace?
-Jen Lin suggests starting with the science of happiness, focusing on levers like purpose, values, autonomy, progress, and connectedness, and measuring the impact of these initiatives to show improvement.
What is the significance of the equation 'Happy employees equal happy customers equal happier company' mentioned in the script?
-This equation signifies the belief that when employees are happy and fulfilled, it leads to better customer experiences and ultimately contributes to the success and happiness of the entire company.
Outlines
π Introduction to Employee Happiness and Belonging
Abby Guthkelch introduces the live session focused on employee happiness and belonging, featuring Jen Lin, a global authority on workplace culture. Abby is part of the Workplace from Facebook team and emphasizes the importance of employee experience in driving performance and creating a sense of belonging. She outlines three rules for leaders to transform employee experience: supporting well-being, building community, and enabling efficient communications.
π The Evolution of Happiness in the Workplace
Jen Lin discusses the significance of happiness in the workplace, building on the idea that happy employees lead to happy customers and businesses. She emphasizes the need for a more sustainable approach that also creates meaningful lives. Jen talks about the shift from seeing happiness as a 'nice to have' to a 'need to have' and introduces the concept of 'wholeness,' which includes both the highs and lows of employee experiences. She relates this to the challenges of the 'Adaptive Age,' marked by the pandemic and technological advancements, and the importance of adapting to these changes.
π‘ The Role of Virtual Communities in Workplace Culture
The conversation turns to the role of virtual communities in maintaining a healthy and happy workplace culture. Jen reflects on the rapid shift to remote work and the need to leverage technology effectively. She stresses the importance of using technology intentionally to support meaningful connections among employees, given the increased reliance on remote work tools.
π Revising Organizational Purpose and Values
Jen advises on how to realign an organization's purpose and values, especially for older organizations where the original purpose may have become stale. She suggests breaking into subgroups to find alignment on a new purpose and make it relevant for teams or departments. Jen emphasizes that this approach can lead to a contagious effect throughout the organization, prompting a broader cultural shift.
π± Authentic Leadership and Employee Well-being
Jen talks about the importance of authentic leadership in fostering a culture of happiness. She discusses how leaders need to reflect on their own purpose and values and share their stories to create an authentic connection with employees. This approach helps in normalizing vulnerability and encourages employees to be their authentic selves, leading to a happier and more engaged workforce.
π Measuring and Building a Happy Workplace
Jen addresses how to build a culture of happiness, emphasizing the importance of scientific approaches and measurements. She outlines levers such as purpose, values, autonomy, progress, and connectedness that can increase happiness in the workplace. Jen also discusses the concept of the 'Wheel of Wholeness,' a tool for individuals to assess different aspects of their lives for a more holistic approach to well-being.
π Transforming Unhappy Organizations
Jen shares insights on how to move an organization from an unhappy state to a happier one. She explains the process of taking a snapshot of the current state, celebrating what's going well, and identifying areas for improvement. This approach helps organizations to be honest about their current state and work together towards a happier workplace.
Mindmap
Keywords
π‘Employee Experience
π‘Happiness
π‘Purpose
π‘Belonging
π‘Leadership
π‘Authenticity
π‘Well-being
π‘Community
π‘Adaptive Age
π‘Remote Work
π‘Burnout
Highlights
Abby Guth Kelch introduces Jen Lin, a leading authority on workplace culture.
Jen Lin emphasizes the importance of happiness in building successful organizations.
The equation 'happy employees equals happy customers equals happy business' is highlighted.
Jen discusses the evolution of employee happiness from a 'nice to have' to a 'need to have'.
The concept of 'wholeness' is introduced, focusing on the holistic well-being of employees.
Leaders are encouraged to actively engage in creating a culture of belonging and support.
The importance of technology as a tool for enhancing remote work and employee engagement is discussed.
Jen suggests that leaders should start with their own purpose and values to inspire authenticity.
The 'wheel of wholeness' is introduced as a tool for assessing individual well-being.
Employees are looking for respect for their whole lives, not just their work roles.
The need for meaningful connections in a remote work environment is emphasized.
Jen advises organizations to measure happiness scientifically to validate its impact on performance.
A snapshot assessment of organizational culture can reveal both strengths and areas for improvement.
Leaders are encouraged to share their personal stories to foster a culture of vulnerability.
Jen stresses that happiness in the workplace is backed by science and leads to profitability.
The session concludes with an invitation for audience questions and engagement.
Transcripts
hello everyone welcome and happy
thursday to you all thank you so much
for tuning in with us today for the
second of our monthly live sessions in
2021 with thought leaders in the
employee experience space i'm abby guth
kelch and i'm joining you from the live
from the uk
and i'm part of the workplace from
facebook team and today i am so excited
so pleased to be joined by someone who
needs very little introduction the
wonderful jen lin
jen is globally recognized as a leading
authority on workplace culture and has
helped transform transform a load of
organizational cultures through her
science-based approach to happiness
passion and purpose at work she's a
renowned author speaker and the chief
executive co-founder and chief happiness
officer which i love
at delivering happiness which is a
coaching and consulting company that
supports companies to create profitable
adaptable cultures and as i said i'm
thrilled to be exploring this topic
around employee happiness about
fostering a strong sense of belonging
amongst your people and how leaders play
a vital role in employees
in employee
experience strategies not only in terms
of creating and enabling environments
for their people to connect to be happy
and to thrive in but also recognizing
that they themselves need to be active
and visible within those communities but
before i hand over to jen i just wanted
to do a very quick scene set on today's
topic
employee experience is designed to
change culture by focusing on things
that only people can respond to things
like purpose trust meaning and pride
with the ultimate goal of creating this
sense of belonging which in turn drives
performance
companies will need to ensure that their
people are supported wherever they are
with the right technology and
environments so that they can remain
connected but also foster the sense of
belonging at work for their people and
at workplace we've identified three
rules that provide a framework for
leaders to transform employee experience
to keep their hybrid teams engaged and
helped their businesses staying
competitive firstly it's around
supporting well-being
secondly about building community and
thirdly enabling efficient
communications and we believe that if
leaders from across business functions
so everyone from hr i.t communications
operations work together using these
strategies companies can adapt to change
in real time and come out more
successful on the other side and we have
a shorthand for how we think about this
happy people equals happy customers
equals happy business which is why we
are here to talk with jen today now
we're going to have some time at the end
of this live session to answer audience
questions so please do type any
questions that you have into the
comments below up sideways whichever
type of device that you're accessing
depending on where the comment box
is and one of the team will get them
over to me so that i can try and get
through as many questions as we can in
the next 30 minutes so without further
ado i'm going to be quiet and i'm going
to hand over to jen jen thank you so
much for joining me today so where in
the world are you joining us from today
i'm actually in the bay area in northern
california
fantastic and i bet the weather's doing
a lot better than it is in london right
now right
well ironically since we had our tech
check yesterday it's not so we borrowed
a little bit of your london weather so
it's totally overcast and
i spoke too soon when i talked about
california yesterday so
i'll just detract what i said
about sunny california
not happening fantastic
fantastic for those of you who weren't
privy to our tech check yesterday jen
basically said well it always sunny in
california which i thought was a bold
move and as you can see today clearly
that's not working for her so fantastic
so jen i deserved it
you did you did um sorry for sending the
uk weather over your direction so
happiness you know it it's it's in
ingrained in your job title it's
ingrained in in
your your company name etc you know why
do you believe focusing on happiness is
is the key to building and running a
successful organization i'd love to
understand that
yeah i mean you did an excellent job of
just everything you just said in terms
of the intro and prefacing it
it's funny some of the things you said
come straight from my keynotes or
our you know our slides is it that one
thing you said in terms of equation is
what we've been believing for 10 15
even 20 years since zappos days but
basically happy employees equals happy
customers equals happier company but
what we say to that is it's also more
sustainable
but also at the end of that is you're
also creating more meaningful lives and
so that's the only ad i would have to
that equation and so in that order is
something that's you know not not too
new anymore people know that we need to
put people first before our customers
and in order to make them happier
but the last bit about the meaningful
life bit is is what we're really
focusing on what does that actually mean
because
um you know when when dh started
uh 10 years ago it was sort of a novel
idea oh that's really cute you know that
can happen there but it'll never happen
here but now over the years we've seen
it evolve into something that's not no
longer a nice to have it's actually a
need to have and
and companies can call it different
things because we're not married to
happiness we just believe in this whole
concept but it could be you know
well-being it could be flourishing it
could be whatever fits well with your
own culture but in the end of the day
our belief is that the meaningful life
piece is so so important so
for us
we believe that it started at happiness
but we've actually seen it evolve quite
a bit over the years so now i'm actually
using happiness and wholeness and when i
say wholeness is the wholeness of an
organization and the wholeness of an
individual human being
and what i mean by that is
so if we could think about things in a
more holistic way that we have not just
the highs we also have the lows and
obviously we've seen that um
in in right in front of our face in a in
a in a big way in the last year um so
i'm going to meta out a little bit why
this is all important um because
sometimes happiness can be so
you know
can a lot of people can be naysayers
about it but what we think about it and
how we think about it is because we've
had all these major external influences
that we saw over the last year um the
world economic forum calls it the fourth
industrial age but i call it the
adaptive age um i think it has a nice
nice ring to it but why i say that is
because we had you know we had the risk
we're having the recession we were
having the pandemic we were having these
socioeconomic inequalities in the world
um we're having more and more technology
we're hyper connected you know all these
elements were already forming in this
what i call adaptive age but 2020
brought it all at the same time to say
okay now deal with it so
that's where i find the importance of
this whole happiness stuff and wholeness
stuff um
even ratcheted up uh because
because this uh it's just obvious that
we just we can't just you know survive
in this we need to adapt
and by having these more happier whole
cultures uh by prioritizing people and
being able to really be able to use them
in a way that's whole to them but also
laddering up to the purpose of the
company beyond profit and so that's why
we believe in this so much being able to
bring these elements of scientific
happiness and what i call the greenhouse
elements because i believe we're
building greenhouses that are more
adaptive by bringing these all together
then you see that sustainability piece
you see that adaptive piece and then of
course i think what we're all searching
at the end of the day when we you know
go when i say go home from work when i
would turn off zoom or whatever we want
to be happy and we want to bring that
happiness home too and then we wake up
when we wake up the next day to cycle
that over again so i think from that
meta
you know sense of just so many things
are changing what can we control and as
leaders within our organization we can
control what's within ourselves and we
can help other individuals control
what's within them as well and that's
why we always start with purpose and
values is a big part of how do you be
meaning
can you be more meaningfully happy
and that's kind of where we start
yeah no i love it and you know i think
thank you for framing it particularly
around that the wholeness
side of it because i think it is so
valuable and as you say it's about
ensuring that you know that
organizations are creating environments
for people to thrive and as you say it
has to come back to to purpose and
values
you can't you can't create or you you
know you want to create environments
that actually
full pull through the whole of the
employee experience right it can't just
be
a set of values that are say on the
reception wall and that's the only time
that they're sort of you know uh valued
so i'm interested in understanding you
know
let's take it down to this supporting
well-being so i element it was one of
the one of the rules that workplace
we've identified you mentioned it there
in terms of thinking about you know
wholeness about meaningful life about
you know creating um uh the sense of
belonging uh at work
what role you know can
virtual communities uh play in in
keeping these workplace or keeping
workplace cultures and people healthy
and and happy do you think
um well
i think that's part of um thinking about
like the adaptive
in the fourth industrial revolution
uh the future of work was supposed to be
remote and the future is obviously now
so what used to be kind of a tool for
the future of work of having more and
more
remote workforce et cetera
now it's just basically all got shoved
in front of our face of like no
the future is happening now so how are
you going to leverage it so i've learned
a lot from like dh has been remote since
we've been around since you know 2010.
other companies that have done it really
well
even before the pandemic is there's a
lot to learn from that so
one of my friends matt mullenweg who
started uh wordpress many years ago but
now he has a company called
automatic and they've been remote for
many many years as well so just kind of
learning from like what does technology
do it's it's just a reminder that
technology can be our friends and it
should be our friends even more so now
and it's just a tool in the toolbox
and it's not going to be of use i mean
unless you really use it for something
that's intentional uh not just because
it's a cool feature um because
everyone's just inundated and just like
you know tired of all the tools that we
have so really putting a sense of what
the purpose is of this particular you
know with what you're doing with
workplace sounds amazing all the things
that you're saying um are really
conducive to a more engaged
uh work workplace work environment so i
guess that would be my biggest reminder
as like there's more and more tools out
there and there's just gets to be a lot
of noise but just i would really want to
refrain that technology is a friend only
if you make it uh to be a friend and
make it useful in your life like let's
remember if we too creates technology as
human beings it was for us so let's just
try to remind us
of that
i love that dear technology is
definitely our friends as until it goes
wrong on a zoom call and then we sort of
like start you know cursing
so you know you speak to a lot of what a
lot of leaders um you know different
organizations different sectors
different parts of of the world but
what's the one thing that you you really
tell them that they should if you could
tell them to do one thing differently
starting um tomorrow which would have an
immediate impact um on um you know this
more meaningful life this employee
happiness this feeling of wholeness at
work what would you advise them
yeah it really does go back to that
wholeness bit um so
for us and i sound like a broken record
about purpose and values but it's just
so important and from an organizational
standpoint more and more companies are
putting up purpose and values up on the
wall which is which is great you know
but who's actually living them is is a
different story and then basically that
is also uh reminiscent of
if a organization is living it are the
people living it too so as leaders i
think one of the
really straightforward easy steps is to
actually
ask and do an exercise around individual
your teams your employees what are their
purposes and values
once you get that conversation going
that's where wholeness begins because
it's no longer you know that just like
um you know how you're doing topical
kind of
conversations you get to understand
everyone's individual wholeness of
purpose and values and help them
actually ladder up to that of the
organization so that's when that change
begins of i'm not just showing up for
the paycheck i'm actually showing up
because i'm living my own values i'm
living my own purpose and my leader
actually cares about it because it's not
just my skills and what i'm doing on a
day-to-day basis uh he or she actually
cares about my my whole life cycle
outside of work too
i love that the importance of listening
is is so key and and yet um so many
organizations are still sort of you know
moving ahead with uh
with purpose and values that necessarily
they haven't tested out or haven't
spoken um to uh to employees about to
just sense check about uh you know where
where it's um happening
in terms of um
you know thinking about purpose and
values there's a there'll be a lot of
people um listening in today from lots
of different sectors um lots of
different ages of
of um
of organizations and um i i often get
asked you know uh well it's okay for say
a brand new business who you know with a
um say a founder or an entrepreneur
who's basically starting up with a
purpose you know just to put that in but
a much older organization that's you
know been around for for a lot longer
has got a purpose that got set quite
early um on
how do you how do you work with
organizations to help them shift their
purpose what's some of the steps that
they can do to
to change that and align their values
yeah so um it's a it's a big it depends
a typical consulting answer right um so
ideally of course uh you would have the
senior leadership executive
uh
group uh team
wanting to revisit it and wanting to
realign it because a lot of the time
when you have a purpose that's been
around for 5 10 15 years
um
it's just uh
it's it's it becomes a little bit
meaningless when you're actually not
living by it or even asking whether it's
even relevant in today's society in
today's world anymore so ideally when
you if you could get that executive
buy-in to say you know we need to
realign around this and ask ourselves
are we actually living by that
so that's ideal world but of course we
don't live in an ideal world so
the other things that we recommend is
that it's okay to actually break out
into subgroups to be able to
uh
find those that do want to align around
a new purpose and make that purpose for
that team or that function or department
so in that way that you're not really
staying you know just you're not
ignoring what's on the wall already but
you're revisiting to do and refine it
and and redefine it for what works for
you so whether it be you know a team of
five people or that whole uh
function or department uh we've seen
that work really well because then
you're not having to wait for executive
buy-in and once they start showing their
results and metrics of look this
actually works for us like if there's a
decent ceo they won't say well stop
doing that because you're too happy and
you're making too much money so it
actually becomes a contagious effect and
that's i think that's probably uh more
life more likely to happen these days
because it's just it gets really
frustrating to have to wait uh instead
of just doing it
yeah absolutely and i love you
for talking about you know this is like
leadership role to to play in this which
isn't just about enabling um the the the
uh the environment enabling this of like
the the right culture the right um
values and purpose to to shine through
the organization but they themselves um
need to uh to show up and we talk a lot
to uh to clients about authentic
leadership and and the need to to really
lead from um from the front
i'm interested in how you uh how you
advise um uh those leaders about you
know what's the sort of the best way for
them to to to show up to to to really
permeate and and um the
their happiness and the organization
yeah i think um what's really been one
of the most rewarding things about this
uh what we've been doing and just seeing
how a lot of times
leaders come to us and say hey we need
to
we need to you know we wanted to do this
culture transformation or what have you
and sometimes you can tell that it's
like a checking off a box of something
to do on their list
and so we still you know we still engage
in that because there's some intention
there but what the biggest sort of i
guess um
rewards i get is when they realize it's
about them
and it's not about them doing it for
their people or their employees
it becomes kind of like the work that we
do is very reflective of the mirror like
in in terms of like when we one of the
things we say is start with the me um
and that brings authenticity to everyone
in the organization employees um
being able to start feeling like their
authentic what we say weird self but
when leaders do that except especially
at that level uh it's amazing how
you know like asking very simple
questions of you know what why did you
get to where you are or why are you even
here you know digging deep into their
own selves their own purpose and values
their own stories and being able to
share that um within themselves first
and then being having those executive
alignment sessions is something that's
super powerful because they start
sharing these stories they've never
heard about before and you know it's not
uncommon for tears to be shed at that
level which is kind of amazing because
it's all of a sudden like
that's why i've been working so hard or
you know like oh this is for my family
and that's why you know like i should be
spending more time with them you know
like things like that once um
those kind of aha moments come it's just
unbelievable how they start shedding
their you know teflon and and becoming
themselves and then that's when it's the
leadership role to just be who they are
and like basically lead by example and
once others see that and they're walking
their talk and you know how people are
just so perceptive and people not
walking their talk anymore um then
others will follow and want to be
themselves too
couldn't agree more i think normalizing
conversation by actually openly being
vulnerable yourself is such an important
role for leaders to play we've got some
fantastic questions that are starting to
come through to me on chat so i'm just
going to be you know i'm going to take
one more question then i'll dive into
the ones that are coming through and for
me because you know it's it's my show
i'm on camera so i can go first
which is
so yeah
you know yeah yeah exactly well thanks
for today
so
what in from from the research that
you've been doing for the conversations
you're having um you know what what are
employees looking for in the workplace
in 2021 is there any step changes that
have come out of covert you know what
can
organizations really focus on
um
well what's interesting is that the
engagement scores are still
as bad as they were before
it hasn't gotten worse but the reasons
why um have been different and it's more
about the burnout um
of just basically well a lot of like the
zoom time that we have and and
everything is being blended in terms of
what we've called work-life balance for
so long we've actually believed in
work-life integration for a long time
because
at the end of the day it's just the time
we have
on you know in our lives
so i think um this goes back to what
people are looking for is being
respected for their whole lives and it
goes back to the wholeness part um
one of the things that i talked about um
i have a book coming out in october is
one of the tools we talk about is called
the wheel of wholeness and it's
something that every individual can do
so it's it's not just you know assuming
that they're just one dimensional
everyone has a spectrum of what's
important to them in their lives so if
you could imagine like a a pie each of
these
pieces of pie
um represents something else so it's
mental it's emotional it's physical it's
um
it's they're spiritual it's a purpose
it's financial you know all these
elements of things that really matter to
a person whether or not they're stressed
out burnt out and just you know need
something different in their lives so i
think that's really
especially that you know what we've seen
go on in 2020 and still enduring in many
ways
to be able to have those conversations
and actually want to hear them out in
those aspects
there's just a huge level of different
in terms of engagement
um
and and loyalty really to hey if they
care about me as a person
why would i want to look somewhere else
i
cannot wait to read it i think you know
the wheel of wholeness is a fantastic
way of looking at it particularly you
know bring it back to employee
experience we have to think about every
single moment of truth throughout the
employee life cycle and that actually
has to take into account how that
individual you know is feeling about
themselves and you know their whole
selves and not just mapping it into um
the one-dimensional of what we think uh
that needs to play um within an
organization so i'm going to ask you one
of the questions coming in from the
audience um how do we try to build the
culture of happiness sorry how do we try
to build culture with happiness being
the main element of it
i would say that what's been effective
for us because that's where we started
you know 10 years ago or 11 years ago is
because there could be
just really like well i'll just say
there could be naysayers that just don't
think happiness belongs in the workplace
like what
rainbows unicorns you know we can you
know leave that outside but what we
believe because we believe it so
strongly is we always brought it back to
the science so bringing back to the
science of it
no longer like you can't say nay anymore
because it's based on science and it's
producing more profit again no great
leader would be able to say that doesn't
make sense so bringing back to the
science there's a few levers that we
call
um that has shown us the research that
uh can actually increase your happiness
so number one i'll say it again purpose
and values is the most sustainable way
to increase happiness and then there's
other forms too which is a sense of
autonomy or control
senses of progress so making sure people
are feeling that they're developing
learning growing in different ways a
sense of connectedness and this is a
huge one especially now we're in such a
remote virtual world so meaningful
connections beyond just these water
cooler conversations uh meaningful
connections be because you know each
other as a human being
um
and so like these different levers are
just examples of what scientifically can
be done to make a
workplace happier so i would start with
the science and make sure you're
measuring along the way so that you're
showing by doing these things you know
whatever you choose in that bucket of
like and you know i would focus on
what's most challenging at the same time
and then uh tie it to a measurement and
then again no good leader would say well
you're you're happier and you're doing
better like you
get that out of here like there's just
no way so um that's where i would start
fantastic i love it
questions come in can you give us an
example of how you moved an unhappy
organization to a happy one
wow
[Music]
i would say that
there's the people that the companies
that usually come to us
don't readily admit they're unhappy
they're coming to us because they want
to be happier
uh to a certain sense a certain level um
of course when you kind of dive in and
go go under the covers and lift the hood
there are definitely a lot of unhappy
points in there but they don't readily
you know come to with admission like
we're so unhappy usually it's more of
you know we we think we we have some
things going well but you know we think
we can really work on these other things
so
my allergies
sorry about that his insights
thank you
yeah this weird weather that you're
bringing is a
notching of my allergies
it's london it's london
just kidding excuse me
um
so
so yeah i think what um
to reframe that question in some ways is
to actually what we do is we take a
snapshot and bring up a mirror to them
and as part of the evaluation is
doing these surveys to understand hey
there's not you know just is not
everything's going like really badly and
going to hell there's actually really
good stuff going on here and that's the
point of the snapshot and assessment is
saying look look what you can celebrate
and look what's actually happy that's
going on and then look what's causing
unhappiness and these are the things
that we're going to focus on so i think
by doing that it's like not a blanket
statement again it's not it's not like
binary it's totally a spectrum because
even the happiest companies out there on
a list
have unhappy people in there inevitably
so i think it's just being honest and
authentic about that snapshot as an
organization as a leader saying hey
we're always going to be on the spectrum
we're always going to have things we can
celebrate and then we're always going to
have things we're going to work on so
let's do it together and then you get
everyone in line everyone's like can
tell you're not talking bs and like you
know you can have a more authentic work
life
amazing jen i can't even believe that we
are literally got two minutes left and
we're out of time this 30 minutes always
goes so quickly um so sadly we are out
of time um for any more questions thank
you so much for being a fantastic
guest i cannot wait to read your book
out in october i you know the wheel of
wholeness i think is just such a
fantastic um uh tool uh that you know
that people can use um and you know
focusing on wholeness is is it it's so
obvious i can't believe i hadn't thought
about it you know in in before so
are there any final words that you have
for our audience
uh no i mean i think that uh i mean
thank you for being an excellent host
those are great questions i would
actually love to hear uh how everyone's
doing in this space because that's how
we learn more so feel free to reach out
to me at delivery happiness my emails
janet deliveringhappiness.com if you
have any questions at all or yeah if
anything that comes up i'd love to hear
from you
fantastic jen thank you and thank you
everyone so much for tuning in to this
uh this live second episode in our
employee experience series in 2021. if
you missed last month's live uh with the
wonderful dan shaw who was talking about
how to connect your hybrid workforce you
can watch it back on the video playlist
within this channel and we're going to
be back next month with another awesome
guest from the world of work and
employee experience a man who
most people within the hr world will
will be very aware of he's absolutely
fantastic josh berson will be joining us
on the 8th of april so stay tuned thanks
again for watching thank you jen once
again for being such a wonderful host i
could sit and talk happiness and
wholeness with you all day um until next
time thank you all for joining and we'll
see you next month
[Music]
you
Browse More Related Video
Learn about the National Standard - Organizational Culture
Entenda a importΓ’ncia de lΓderes eficazes no ambiente - 20/09/2024
Organizational Behaviour: Psychology of Workplace Dynamics
Context Drives Behavior Parts 1 and 2
HKT LEADERSHIP AND POSITIVE ORGANIZATIONAL BEHAVIOR PART 1
How to deal with bad managers at work
5.0 / 5 (0 votes)