Employee Happiness Model: the 19 drivers of employee happiness

Organization

1. Workplace conditions

A positive work environment involves having a comfortable, safe, and functional physical workspace. This includes essentials such as fresh air, proper lighting, good acoustics, ergonomic furniture, hygiene, and the availability of quiet spaces that support focus and concentration. Access to necessary tools and facilities is also a key factor.

2. Psychological safety

Psychological safety means feeling free to speak openly, share ideas, ask questions, and make mistakes without fear of negative consequences. It's about working in a team environment built on trust, empathy, and mutual support, where both colleagues and leaders encourage you to be your authentic self.

3. Diversity & inclusion

Diversity and inclusion are about creating a workplace where everyone feels welcome, valued, and respected, regardless of background, gender, age, orientation, or other personal characteristics. An inclusive organization promotes equal opportunities, fair treatment, representation, and a culture that embraces and leverages differences.

4. Internal processes

Internal processes refer to how fair, structured, and transparent decision-making, policies, and regulations are within the organization. Employees value clarity and consistency in procedures and trust that decisions are made transparently and internal services are delivered efficiently.

5. Internal communication

Effective internal communication ensures that employees feel informed and involved in organizational updates. This includes clear communication channels with colleagues and leaders, transparency, active information sharing, and the use of effective communication tools. Two-way communication is essential.

6. Appreciation

Appreciation refers to feeling acknowledged and supported for your efforts and achievements. This can come in the form of personal recognition, public praise, celebration of milestones, or simple words of thanks. A culture that recognizes employees and values meaningful gestures, such as well-prepared farewells, strengthens overall satisfaction and belonging.

7. Learning & development

This driver focuses on the opportunities employees have to develop professionally within the organization. Access to training, mentorship, career progression, and on-the-job learning is essential. A stimulating environment that encourages skill development and offers time and space for growth helps retain motivated and future-proof employees.

8. Salary & reward

Compensation includes not only base salary but also secondary benefits such as vacation days, pension plans, bonuses, and other perks. It’s important for employees to feel fairly rewarded based on their performance, contributions, and market standards. 

People

9. Leadership

Leadership involves how managers support, inspire, and empower their teams. Strong leaders are trustworthy, set a good example, and encourage employees to reach their full potential. Leadership should be inclusive, supportive, and focused on creating a collaborative work culture.

10. Relationship with supervisor

This driver measures the quality of the relationship between employees and their direct supervisors. A strong relationship is built on trust, active support, open communication, and constructive conflict resolution. A manager who is accessible and acts as a coach creates a positive and reliable foundation.

11. Collaboration

Collaboration is about how well team members work together, whether there's mutual support, clear communication, and shared responsibility for tasks and decisions. It also covers how teams handle conflicts and encourage collective problem-solving.

12. Relationship with colleagues

This area focuses on the quality of interpersonal relationships among coworkers. Feeling connected, respected, and informed by colleagues contributes to a positive work atmosphere based on trust and honesty.

Work

13. Meaning

Meaningful work goes beyond daily tasks, it’s about feeling that what you do makes a difference. This includes having a sense of contribution, using diverse skills, understanding the whole work process, and being proud of the impact your work has inside and outside the organization.

14. Autonomy

Autonomy is about having the ability to decide how, when, and what you work on. Employees who experience autonomy feel empowered, have control over their tasks and schedule, and are trusted by leadership to work independently.

15. Feedback

Effective feedback is timely, clear, and focused on growth. A culture that supports open and constructive feedback helps employees learn and improve continuously. It also fosters a safe environment to reflect, adjust, and develop professionally.

Personal well-being

16. Work-life balance

Work-life balance refers to how well employees can manage the demands of work alongside their personal lives. It includes having space for rest, personal responsibilities, and the freedom to take time off without guilt. A supportive team culture helps maintain healthy boundaries.

17. Vitality

Vitality refers to emotional, social, physical, and mental energy at work. A healthy lifestyle, combined with sufficient rest and recovery, is essential for staying energized and resilient throughout the workday and beyond.

18. Resilience

Resilience is about how well employees cope with setbacks and stress at work. It involves perseverance, flexibility, and receiving support from the work environment. Resilience helps employees stay strong and adapt to change effectively.

19. Intrinsic motivation

Intrinsic motivation refers to doing work because it brings joy, interest, and fulfillment. When employees feel personally engaged and enthusiastic about their tasks, they naturally perform with greater energy and commitment.