Category: Authenticity

Leaders, remind your people they have value (no matter what those laws say)

NOTE: This post might be interpreted as “political.” That’s cool. Remember, my opinions are my own. And goodness knows…I have opinions.

You know which laws I’m talking about. This one. And this one. Thankfully, this one got vetoed.

There is plenty of material out there discussing the laws, the impact it will have on local communities (Paypal and Bruce Springsteen put their money where their mouths are…with more to come, I’m sure). I’ll leave the social discussion and moral outrage to others who can articulate it with such dexterity (like this incredible post by Jay Kuhns).

Through all this, I started thinking about everyday employees who had to hear that message from their government. And when Ed Tsyitee tweeted “HR people in Mississippi and North Carolina must be doing a collective facepalm right now,” I realized…he’s right. How messed up is this? Here we are – a nation of businesses supposedly obsessed with employee engagement, now confronting a message that we care about our people…as long as our people are exactly like we say they should be.

What a tough pill to swallow. valueadded

Employees are just trying to make a living. They want to live their lives. They want to fit in in a way that feels right to them. For god’s sake, they just want to go to the bathroom.

Leaders (true leaders) know how important it is to allow people to be authentic. And no…I don’t mean they have license to be assholes. I mean that people have the right to live as they are – male, female, gay, straight, furry, LARP-er, Star Wars nerd, Star Trek geek – whatever makes them who they are. Leaders sometimes face ridicule (or worse) for supporting their zany crew. These leaders are simply trying to keep their team motivated to do the work the business needs to do.

For those leaders of employees who face this challenge on a daily basis, here are some things you can say to impacted employees:

You matter.

You make a difference in the organization. You a person worthy of respect. You are a human being – with the same strengths, flaws, quirks, foibles, and greatness as everyone else.

You will be held to the same standard of work as others. You will be praised when you knock it out of the park. You will get a talking to when you goof up. After all – we have a job to do.

You can share who you are with this team, because we support you. And you are free to hum the theme song of ‘Dallas’ when the spirit moves you (unless it’s during a presentation to the executive team – that could be bad).

I’m so glad you’re on the team.

You. Are. Valued.

No matter what the outside world throws at your employees, you have the power to remind them they are PEOPLE first. They are YOUR people. They are the lifeblood of your team. They are the reason your business gets things done.

Leaders – you can set an example for others. You can show the fearful people that “different” isn’t something to punish. We’re all different.

And we all have value.

 

A skeptic’s view of happiness at work

The Intro Bit

If you know me, follow me on social media, or just make up a fake backstory about me (please make me a pirate), you probably realize that while I like to laugh and have fun, I’m not a particularly “up” person.

What I mean by that is I am not a Pollyanna who looks on the bright side of things and always believes things are all going to work out. I tend towards realism with a dose of cynicism. (And a side of eyeroll for good measure.)

So when the whole “happiness” thing started hitting the internet, I was skeptical.  It sounded like just another way of talking about work without having to have any data or research behind it beyond a Cosmo quiz. And deep down, I suspected Pharrell had something to do with it.

Therefore, I did what every good skeptic does. I researched it so I could debunk it.

The Sorta Science-y Bit

Here’s the thing – while some of the “science” out there is a little sketchy (or…a LOT sketchy), there is some really compelling evidence that happiness at work makes a difference to the success of an organization. The iOpener Institute has developed a happiness measure and released some findings in the Wall Street Journal – happy employees stay twice as long, are more likely to help their colleagues, are less likely to be absent, and are more efficient. (For more info, read this white paper.)

Basically, happy employees perceive themselves to be more connected to their organization and are therefore more likely to stay on task and are more likely to choose to be engaged at work than non-happy employees.I_want_to_believe5

The Skeptical Bit

While certain research points to some strong correlation between happiness and connection to business, there is no predictive model between happiness and business performance indicators.

Also, happiness sounds suspiciously like “satisfaction” to me – and you can have satisfied employees who are completely happy to do as little as possible at work. In fact, some research even suggests that job satisfaction has a NEGATIVE impact on productivity. So I’m curious to see more about additional research into this area.

The ‘Here’s How to Make it Work’ Bit

While still preliminary, there’s enough out there to point to definite benefits to supporting happiness at work. As leaders and HR professionals, you are in the perfect position to help employees make the choice to be happy, thereby gaining some positive outcomes for the workplace.  As employees, no matter what your role, you have the power to decide about your own happiness at work.

Some things to keep in mind as you embark on the journey to Work Happyland:

  • Happiness is unique to each person: One of the reasons a predictive model is so hard to find is because “happy” means different things to different people. Watching this video of a tiny horse trotting makes me ridiculously happy. Other people prefer NASCAR. So you have to be willing to adapt to the needs of your team and organization.
  • The pressure to be happy can bum you out: One psychological experiment reported by the Harvard Business Review suggests that the increased expectation of employees to build an “upbeat” workplace can lead to resentment – having the opposite effect on the workplace. Don’t force your people to smile all the time. Create environments where happiness can happen organically.
  • Sometimes, it’s okay to work angry: Some people are more focused, able to detect deception, and negotiate WAY better when they have a little edge. Keep in mind that sometimes happiness can hurt productivity and quality, so don’t be worried if someone isn’t giddy all the time.
  • Help folks set boundaries: We continue to blend work and life more and more – and it’s stressing people out. By making it okay for your employees to leave home at home and work at work, you give them permission to save their best selves for when they need it most.

The research in this area is still emerging, so I am keeping my eyes and ears open as we learn more about happiness at work. I also reserve my right to roll my eyes every now and then if you try to tell me it’s a standalone metric, or if you try to be all obnoxious about it.

On the other hand, my inner skeptic wants to be believe. After all, we spend A LOT of time at work. So why not at least try to make it a happy place to be?

 

Want to join me in learning more about happiness and other good stuff in the workplace? Come to the WorkHuman 2016 Conference in Orlando, May 9-11, 2016. To register, go to  and use promo code WH16MF300 for $300 off.  THAT should make you happy!

 

 

Expanding horizons

This is my plea that everyone – employees and leaders alike – learns how to think outside of themselves.

That they look beyond their personal role to see how they impact the world around them.

That they try to improve the processes they work within.

That they reach out to those they work with to offer support when needed.

That they reach out to those they work with to offer a kick in the butt when needed.

That they step back and think about how the offhanded comment they made in a crowded room might have been interpreted.

Earth_GlobeThat they realize that they made a positive difference in the lives of the people they interact with.

That they see their value in the world and know it spreads beyond those who see them every day.

That they recognize their power to influence…and use their power for good.

That they learn how to say “no” so that others say, “I understand.”

That they win with humility.

That they lose with grace.

That they never lose their love of learning – or that they discover it in the first place.

That they remember that every single person they interact with is going through something in their lives that others don’t know.

That they see the potential of the team, organization, and community that they are a part of – and want to help everyone reach that potential.

That they want to build, not destroy.

That they learn that success comes in many forms.

It is my hope that everyone – employees and leaders alike – realize it’s not all about them.

It’s about us.