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Balancing Employee Engagement and Employee Happiness

by Jody Ordioni

Balancing Employee Engagement and Employee Happiness

Everyone looking to run a successful business reiterate the mantra that ‘Happy people work harder’, however, there is no general formula for creating a happy workforce when it is diverse. Since happiness is also an extremely subjective topic, it can be achieved through different means for different people. The HR then shoulders the responsibility for creating various avenues that lead towards happiness and allowing the employees to achieve it at their own pace.

While happiness is subjective, some common grounds contribute to the happiness of employees’ work-life balance, new challenges, and opportunities for growth. Though employers might find happiness to be a transient state, focusing on these issues also leads to long-term engagement. So, even if happier employees don’t turn out to be exceptionally productive, engaged employees do perform better than their unengaged counterparts. Meeting the personal and professional needs of employees can engage them towards the common goal of the organization.

Building Meaningful Connections

Happy people form the basis of a successful business. Employees can feel happy only when their job excites them and makes them feel energized about contributing to a collaborative endeavor. Happiness is defined differently for each individual. Employees should, thus, feel connected to and engaged with the organization to be happy and loyal to the company. When employees feel connected to their teams and the organization, it generates a healthy and engaging workplace culture. Satisfaction with a job automatically leads to a state of happiness.

Communication is Key

There should be open channels of communication within the workplace to share successes and failures. Employers need to understand the feelings of their employees before taking action on the feedback they receive. Moreover, the actions should also tie into the larger objectives of the company. Employee engagement can be managed through social listening tools. The overall sentiment of the employees can be utilized to formulate evolving initiatives. The use of technology to communicate across departments and advance collaborative efforts can help to gain an insight into the sentiments of the employees regarding the company and any gaps that should be looked into.

Being Each Other’s Cheer Leaders

Employee recognition is a significant expectation of the employee experience and a key component of employee happiness. Some employees are satisfied with a quick pat on the back, while others look forward to other means of recognition. This acknowledgment of a job well done is another step closer to attaining the elusive goal of happiness. Recognition also gives an opportunity for employees to form connections and build each other up. Sharing accomplishments with peers helps to maintain and improve the happiness quotient among employees, while not disturbing the flow of work.

Culture Building

Organizations can only get a measure of the happiness level of employees when there are opportunities for employees to share feedback and express satisfaction or dissatisfaction. This exercise has to be embedded in the culture of the company. Without a mechanism of feedback in place, it becomes difficult to gauge how connected the employees are to the purpose of the organization. An open culture of candid and constant feedback allows employees to provide immediate reactions to any initiative of the organization. It promotes growth and mentorship. Culture is an amalgamation of norms, rules, and structures dedicated to ensuring success for each employee.

The Bottom Line

HR should take into consideration a holistic approach when looking to concentrate their efforts. Opportunities for continued learning and dynamic ways of boosting engagement of employees can lead to achieving happiness for employees. This leads to success for the employees and the business together.

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