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James Cooper

@jamesthecooper

Happiness

Happiness and satisfaction are subjective concepts – while for some of us monetary benefits can be equated with job satisfaction, some might strive for recognition of their hard-work and lose motivation on failing to achieve so.

No matter what the standards are, being content with our careers is crucial for maintaining the ‘work-life’ balance.

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Tips on How to be Happy at Work

positivepsychologyprogram.com

TOPICS IN THIS IDEA

Self Improvement

5 Ways to Stay Happy + Healthy at Work

As enlightened employers look for ways to boost employees' health and well-being, a new kind of corporate culture is emerging, one that recognizes that healthy, happy employees, the kind who balance work with play and who nurture both their professional and personal passions, are more likely to make a company great-and to stick around for the long haul.

yogajournal.com

Focus on Employee Wellbeing

The more stress-free and healthy an employee is, the more he will make the company great and prosperous.

If more employers take care of their employees' personal growth, the employees will he...

Meditation

For clarity, stability and better mental health, meditation (or mindfulness) is a universally recognized training activity.

Break from Work

Breaks and time-outs lead to better productivity, as they allow the mind to form connections and help in creativity and even relationships.

3 more ideas

Elena X.

@elenxx444

Happiness at work doesn't just depend on your employer

When Google promoted a software engineer named Chade-Meng Tan to the role of "Jolly Good Fellow", his career - and the entire culture of Silicon Valley - took a sharp turn. Meng, a cheerful employee valued for his motivational qualities, went from developing mobile search tools to spreading happiness across the organisation.

theconversation.com

The benefit of happy employees

Organisations investing heavily in fostering a happiness culture see a good return on investment.

Happy employees are productive employees and productive employees generate mor...

Fostering well-being

There is a real difference between happiness gimmicks and working in a well-being culture:

one that values people
one that manages them by praise and reward rather than fault-finding
one that enables them to work flexibly and provides them with work-life balance.

Working remotely

A 2017 study found that 57% of start-up businesses had at least one member who worked remotely, either from home or wherever they happened to want to work.

An added benefit here is the implied trust and autonomy of allowing staff to work remotely may contribute more to their happiness than dragging them into an office stocked with free coffee and fruit.

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Makayla D.

@makidd524

How to Have Effective One on One Meetings

One-on-one meetings are a great tool for managers and employees. The allow you to check in with the team's morale and to get to know the people you are working with better. Effective one on one meetings are also great for getting employee feedback which is extremely important for managers.

inside.6q.io

One on one meetings

...are held between a team leader and team member.

They are conversations that usually last no longer than 10 to 30 minutes where they discuss what is going well and what needs t...

A recommended agenda

Most effective one on one meetings typically last about 30 minutes:

10 minutes for the direct report from the employee;
10 minutes for the manager’s remarks and messages, and;
10 minutes for the employee and manager to draw a way forward.

Objectives of effective 1:1 meetings

find out about the employee’s current emotional state.
track the status of the employee’s performance and how their goals are coming along.
learn if there are any obstacles in the way to the employee’s goals.
discuss specific issues – either the employee’s, the manager’s, or both.
get honest value-added feedback from the employee.
provide an opportunity for the manager to coach the employee.
share formal and informal information about the team and company as a whole.

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