Implementing happiness in the business world
By Robin van der Meulen | 14/09/2016
The value of happiness in the business world has been made abundantly clear through an overwhelmingly large number of researches, articles and opinions. If you’re not caught up yet, reading The Business Case of Happiness by Stanford Graduate School of Business and Happiness and productivity: Understanding the happy-productive worker published by The Social Market Foundation will definitely get you up to speed. Or if you prefer to read a narrative rather than a science article, I recommend Happiness is the key to success!! published by Enlightened leadership now.
Yet, it seems organizations are struggling with embedding the topic in their organization. Companies regularly have little control over or even regard for managing employee morale. Companies often fail to create the company culture they envisage and, given Gallup’s The Worldwide Employee Engagement Crisis report, we are not that hot in engaging our employees either.
To be fair, there are success stories too. Big shiny ones. Richard Branson is famous for his quote “If you take care of your staff, they will take care of your customers” and he truly build a global business on the principle of putting employees first. Another successful employer recently said “I first have to make my employees happy, then they can make my customers happy”, this was Alibaba’s Jack Ma.
And we do see the awareness of the value of happiness in many people and organizations, the challenge seems to be to find a way to embed a ‘soft term’ such as happiness in a typically hardened business environment. However, it is a challenge we are proud to take on at 2daysmood.
All of us working at 2daysmood have experienced working in organizations where, as Daniel Pink describes it in this inspiring talk on motivation, we felt treated like smaller, slower, but better smelling (work) horses. The purpose of our work now, is to change this for others. We do this by providing our customers with a great tool that measures employee emotion and sparks valuable conversations within teams, between managers and theirs team, as well as in leadership itself. To have these conversations is a great way to become a great, or even greater place to work. Which is to the benefit of the employee as well as the employer.
If you believe what we believe, please get in touch. We’re taking on a big task and we need all the help we can get.