• Shaun

    Ann, in my 20+ years in the workforce I have come to conclude that while the “work environment” can influence a person and thus their happiness, it is the person him/herself that determines happiness at work.

    I just finished reading a new book, The Employee Engagement Mindset, that sheds new light on who’s responsible for employee engagement. The book is based on five years of research and suggests that while many leaders say they are responsible, all highly engaged employees took responsibility for their own engagement.

    The author, Dr. Timothy R. Clark, suggest six key drivers to high engagement. They reaffirm my own experience.

    Although in today’s world we like to point fingers and attach blame to others, including organizations, I found it refreshing to find research showing that I am responsible for my own happiness.

    This book is a good read and helped me take a look at several things in considering whom to hire and how I respond to a variety of “things” at work. I even tried to put together a “failure resume” as Clark suggested to see what I could learn from my “spectacular failures” and my eyes opened even further.


  • http://www.blogging4jobs.com/ Blogging4Jobs

    Employees’ personal happiness can’t be changed – whether they just got a new car and are ecstatic or just got a divorce and are devastated – and they shouldn’t be expected to change their mood regarding things in their lives outside the office. However, their attitude about the office itself is what’s important here. If they are unsure about their strengths or performance or dislike other employees, office policies, or anything else that causes negative feelings, changes should be made, because it can really impact the entire business. Raising employee morale should be a priority and can be accomplished slowly but surely, in simple steps. Thanking employees for their work, and especially highlighting good performance and letting them know when they’ve done a good job, is one way, although that should already be common sense. Other ways are by offering incentives for good work, and then complimenting and rewarding that good work, which will boost morale – offering a free lunch, a day off, whatever it may be. Also, it’s good to adjust to their personal strengths – if they work better in groups or better alone, allow them, to some extent, to work how they work best.