Sometimes we feel that being happy at work doesn't matter, just do your job and wait for weekend (if you are to believe radio DJs) and everything will be fine.
but it won't
and you know it, so here is a great article written by Annie McKee, that explains why this is important and what you can do about it.
have a great week!!
People used to believe that you didn’t have to be happy at work to succeed. And you didn’t need to like the people you work with, or even share their values. “Work is not personal,” the thinking went. This is bunk.
My research with dozens of companies and hundreds of people — as well as the research conducted by the likes of neuroscientists Richard Davidson and V.S. Ramachandran and scholars such as Shawn Achor — increasingly points to a simple fact: Happy people are better workers. Those who are engaged with their jobs and colleagues work harder — and smarter.
And yet, there is an alarmingly high number of people who aren’t engaged. According to a sobering 2013 Gallup report, only 30% of the U.S. workforce is engaged. This echoes what I’ve seen in my work. Not very many people are truly“emotionally and intellectually committed” to their organizations. Far too many couldn’t care less about what’s happening around them. For them, Wednesday is “hump day” and they’re just working to get to Friday. And then there’s the other end of the bell curve — the nearly one out of five employees is actively disengaged, according to the same Gallup report. These people are sabotaging projects, backstabbing colleagues, and generally wreaking havoc in their workplaces.
The Gallup report also noted that employee engagement has remained largely constant over the years despite economic ups and downs. Scary: we’re not engaged with work and we haven’t been for a long time.
Disengaged, unhappy people aren’t any fun to work with, don’t add much value, and impact our organizations (and our economy) in profoundly negative ways. It’s even worse when leaders are disengaged because they infect others with their attitude. Their emotions and mindset impact others’ moods and performance tremendously. After all, how we feel is linked to what and how we think. In other words, thought influences emotion, and emotion influences thinking.
It’s time to finally blow up the myth that feelings don’t matter at work. Science is on our side: there are clear neurological links between feelings, thoughts, and actions. When we are in the grip of strong negative emotions, it’s like having blinders on. We focus mostly — sometimes only — on the source of the pain. We don’t process information as well, think creatively, or make good decisions. Frustration, anger, and stress cause an important part of us to shut down --the thinking, engaged part. Disengagement is a natural neurological and psychological response to pervasive negative emotions.
But it’s not just negative emotions we need to watch out for.Extremely strong positive emotions have the same effect. Some studies shows that too much happiness can make you less creative and prone to engage in riskier behaviors (think about how we act like fools when we fall in love!). On the work front: I’ve seen groups of people worked up into a frenzy at sales conferences and corporate pep rallies. Little learning or innovation comes out of these meetings. Throw in a lot of alcohol and you’ve got a whole host of other problems.
If we can agree that our emotional states at work matter, what do we do to increase engagement and improve performance?
Over the past few years, my team at the Teleos Leadership Institute and I have studied dozens of organizations and interviewed thousands of people. The early findings about the links between people’s feelings and engagement are fascinating. There are clear similarities in what people say they want and need, no matter where they are from, whom they work for, or what they do. We often assume that there are huge differences across industries and around the world but the research challenges that assumption.
To be fully engaged and happy, virtually everyone tells us they want three things:
It's that time of year and we need a pick up and go to make these last three months count. Team buildings are great fun, and a cool way to get to know everyone.
They need not be expensive, here are a couple of cheap and fun ones we found (and use), that you can give a go.
1. Two Truths and a Lie
Time Required: 15-30 minutes
Start out by having every team member secretly write down two truths about themselves and one lie on a small piece of paper – Do not reveal to anyone what you wrote down! Once each person has completed this step, allow 10-15 minutes for open conversation – much like a cocktail party – where everyone quizzes each other on their three questions. The idea is to convince others that your lie is actually a truth, while on the other hand, you try to guess other people’s truths/lies by asking them questions. Don’t reveal your truths or lie to anyone – even if the majority of the office already has it figured out! After the conversational period, gather in a circle and one by one repeat each one of your three statements and have the group vote on which one they think is the lie. You can play this game competitively and award points for each lie you guess or for stumping other players on your own lie. This game helps to encourage better communication in the office, as well as it lets you get to know your co-workers better.
2. Life Highlights Game
Time Required: 30 minutes
This is an excellent icebreaker activity that’s perfect for small and large groups alike. Begin by asking each participant to close their eyes for one minute and consider the best moments of their lives. This can include moments they’ve had alone, they’ve shared with family or friends; these moments can pertain to professional successes, personal revelations, or exciting life adventures. After the participants have had a moment to run through highlights of their lives, inform them that their search for highlights is about to be narrowed. Keeping their eyes closed, ask each participant to take a moment to decide what 30 seconds of their life they would want to relive if they only had thirty seconds left in their life. The first part of the activity enables participants to reflect back on their lives, while the second part (which we’ll discuss in a moment) enables them to get to know their coworkers on a more intimate level. The second portion of the game is the “review” section. The leader of the activity will ask each and every participant what their 30 seconds entailed and why they chose it, which will allow participants to get a feel for each other’s passions, loves, and personalities.
The more I coach couples the more I realize how true this old saying is, opposite truly do attract. Perhaps that is creations way of filling the gaps?
I recently saw an awesome couple, they got engaged a few weeks ago and is ready for married life, or so they think.
Let’s call them Harry and Sally for the sake of their privacy. :)
Harry loves people, he can chat for hours to anyone who comes along and is a great listener. Love sharing his ideas and in general just loves celebrating life.
Harry’s Strengths are – Ideation, Strategic, Positivity, Woo, and Individualization.
Now Sally on the other hand is completely different, the exact opposite in fact. She loves to study, she is extremely responsible, neat and in general quite a busy person. You know, because things need to get done, and she gets them done. Yesterday.
Sally’s Strengths are– Achiever, Discipline, Harmony, Responsibility, and Learner
Got to love those stereotypical gender roles…
This is a curated blog filled with great stuff on teams we have found in our wanderings
Understand your partner better //