Author: Sarika Shinde, VP- Marketing & HR, My Eco Energy
Creating a Happy environment is always an ongoing pursuit which needs a recipe of creativity
and scientific approach. It is imperative to understand that the ‘positive’
side of happiness in culture and environment is not just about doing things
above and beyond the ‘standard’ practices in the world, but it is a lot about
doing basics right; ensuring hygiene factors are taken care of continually and
meticulously.
and scientific approach. It is imperative to understand that the ‘positive’
side of happiness in culture and environment is not just about doing things
above and beyond the ‘standard’ practices in the world, but it is a lot about
doing basics right; ensuring hygiene factors are taken care of continually and
meticulously.
Emotions and logic, two exclusive human characteristics are at the base
of every decision we make, as employees, as managers, and as employers. These
emotions form the base of relationship that employer and employee share. This
relationship is multi-faceted, working on micro and macro levels and on which
both parties should invest time and interest.
of every decision we make, as employees, as managers, and as employers. These
emotions form the base of relationship that employer and employee share. This
relationship is multi-faceted, working on micro and macro levels and on which
both parties should invest time and interest.
An unhappy brain tends to disengage, decreasing its capacity to process information,
to think creatively, critically and more ‘clearly’. This directly affects the
decision-making capacity, hurting the productivity and overall success of the
company. An unhappy brain shuts down, and delivers unmotivated, half-hearted
work. For example, a creative designer feels unheard with most of his ideas
getting rejected. Though he is well provided and taken care by the employer
monetarily, the designer would lose interest in the job and may even quit.
Because he was not ‘happy’. There is a direct correlation between unhappiness
of an employee to work he/she does.
to think creatively, critically and more ‘clearly’. This directly affects the
decision-making capacity, hurting the productivity and overall success of the
company. An unhappy brain shuts down, and delivers unmotivated, half-hearted
work. For example, a creative designer feels unheard with most of his ideas
getting rejected. Though he is well provided and taken care by the employer
monetarily, the designer would lose interest in the job and may even quit.
Because he was not ‘happy’. There is a direct correlation between unhappiness
of an employee to work he/she does.
To build a happy workplace, it’s essential to understand what makes the
employees happy. The term is vague and is subjective in nature. This can be
done only when there is a clear channel of communication and a culture of
accepting criticism. Workplace happiness goes beyond employee benefits, parties
or picnics, it is associated with being recognized, a need to feel a part of
the larger picture and most essentially the belief that the company cares.
That is the step one of building a happy workplace environment, have a healthy
relationship. A healthy relationship has happiness (feel good factors), respect
and purposefulness.
employees happy. The term is vague and is subjective in nature. This can be
done only when there is a clear channel of communication and a culture of
accepting criticism. Workplace happiness goes beyond employee benefits, parties
or picnics, it is associated with being recognized, a need to feel a part of
the larger picture and most essentially the belief that the company cares.
That is the step one of building a happy workplace environment, have a healthy
relationship. A healthy relationship has happiness (feel good factors), respect
and purposefulness.
To venture into space journey of Creating
Sustainably Happy Environment, we most certainly need a strong unassailable
launch station of Hygiene factors, but the real flight comes from the
rocket of ‘Feel Good’ factors.
Sustainably Happy Environment, we most certainly need a strong unassailable
launch station of Hygiene factors, but the real flight comes from the
rocket of ‘Feel Good’ factors.
‘Feel Good’ factors refer to the realm of possibilities
created by understanding human motivation. It is much larger than simple
monetary benefits, it covers the entire spectrum of what people desire and
‘run’ for. Right from Peace of Mind, to Sense of Achievement, to Social Status,
to Purposefulness, to Work-Life balance, to Sustained growth, to almost
anything and everything that impacts and drives human decision making, aka
Human Motivation. This is where the craft of People Skills and science of
Organised Group Behaviour blend together.
created by understanding human motivation. It is much larger than simple
monetary benefits, it covers the entire spectrum of what people desire and
‘run’ for. Right from Peace of Mind, to Sense of Achievement, to Social Status,
to Purposefulness, to Work-Life balance, to Sustained growth, to almost
anything and everything that impacts and drives human decision making, aka
Human Motivation. This is where the craft of People Skills and science of
Organised Group Behaviour blend together.
Happiness is not something ready-made, it comes from your actions. –
Dalai Lama
Dalai Lama
Respect as with every relationship is the foundation and needs utmost
care and attention. Being a key emotion, lack of respect, be it of space, time,
monetary or in communication hurts the relationship and directly affects the
happiness quotient. A culture of genuine respect must be imbibed in the
organizational culture. Managers should be sensitized to deal with conflicts,
frictions and discipline issues with rationality and respect.
care and attention. Being a key emotion, lack of respect, be it of space, time,
monetary or in communication hurts the relationship and directly affects the
happiness quotient. A culture of genuine respect must be imbibed in the
organizational culture. Managers should be sensitized to deal with conflicts,
frictions and discipline issues with rationality and respect.
Lastly, what is also significant is the Purposefulness.
We are in an era where achieving, so-called, ‘materialistic’
heights is comparatively easier than being at peace internally by
making meaningful contributions to the world. Business of Business is to
do Business, is a parochial philosophy, obsolete. Human beings are
meaning-making machines, and going beyond simple ‘survival’ and
‘flourishing’, comes ‘resoluteness’. What truly inspires people, generates
happiness, and bolsters allegiance is Purposefulness. Having a
concrete vision of changing the world for better, defines an organization, and
represents people working for it. The happiness by bringing
happiness for the world is truly eternal happiness, self-propelling
happiness at the workplace.
We are in an era where achieving, so-called, ‘materialistic’
heights is comparatively easier than being at peace internally by
making meaningful contributions to the world. Business of Business is to
do Business, is a parochial philosophy, obsolete. Human beings are
meaning-making machines, and going beyond simple ‘survival’ and
‘flourishing’, comes ‘resoluteness’. What truly inspires people, generates
happiness, and bolsters allegiance is Purposefulness. Having a
concrete vision of changing the world for better, defines an organization, and
represents people working for it. The happiness by bringing
happiness for the world is truly eternal happiness, self-propelling
happiness at the workplace.
Converging our spotlight to Organisation,
applications, and implications, an enduring intervention is vital. People
Management experts always focus on the holistic view of designing people
interaction strategy. An organizational achievement is a collection of Individual
achievement, and so is happiness and satisfaction. No matter how diverse and
varied people expectations may be, there are always some underlying guiding
principles driving all. It is repeatedly proven by
various researches that ‘Constructive’ feedback has more impact on
improved performance as compared to diagnostic deficit based feedback. People
love to build on their strengths and when empowered with autonomy, often
innovate by finding better ways of doing things using existing resources. Moreover,
clarity and transparency ignites ownership and loyalty. What also drives human
beings is ambition, crave for constant growth. Investing in helping your people
upgrade their knowledge, skills, and wisdom doesn’t just give them a sense of
worthiness, it also gives the organization an edge over its competitors by
having a highly talented pool of committed contributors.
applications, and implications, an enduring intervention is vital. People
Management experts always focus on the holistic view of designing people
interaction strategy. An organizational achievement is a collection of Individual
achievement, and so is happiness and satisfaction. No matter how diverse and
varied people expectations may be, there are always some underlying guiding
principles driving all. It is repeatedly proven by
various researches that ‘Constructive’ feedback has more impact on
improved performance as compared to diagnostic deficit based feedback. People
love to build on their strengths and when empowered with autonomy, often
innovate by finding better ways of doing things using existing resources. Moreover,
clarity and transparency ignites ownership and loyalty. What also drives human
beings is ambition, crave for constant growth. Investing in helping your people
upgrade their knowledge, skills, and wisdom doesn’t just give them a sense of
worthiness, it also gives the organization an edge over its competitors by
having a highly talented pool of committed contributors.
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| Sarika Shinde, VP- Marketing & HR, My Eco Energy |
