8 Ways to Foster Employee Happiness

When it comes to the workplace, happiness is key. Studies have shown that happy employees are more productive and efficient. That’s why employers need to do what they can to create a positive work environment. But what does employee happiness mean, exactly?

Here are a few tips for contributing to employee happiness in the workplace.

What Happiness at Work Means to Employees and Employers

Employees may feel satisfied with their job, have a positive work-life balance, or feel like they are part of a supportive team.

It may mean increased productivity, lower absenteeism, or reduced turnover for employers. Regardless of the definition, work happiness is essential for employees and employers.

Studies have proven that happy employees are more engaged and productive. They are also more likely to stay with their company and less likely to take sick days.

Happy employers, however, tend to have lower health care costs and higher profits. They also tend to be more successful in attracting and retaining top talent.

8 Ways to Foster Employee Happiness in the Workplace

You, as the employer, can do a few things to create a happy work environment.

1. Learn More About Your Employees

Getting to know your employees personally can go a long way in making them feel valued. Take the time to learn about their interests, family, and hobbies. Doing so will not only make them feel appreciated, but it will also help you better understand their needs and how to support them.

2. Make Time for Fun

Making time for fun is just as important as working hard. It can be as simple as hosting a happy hour each week or planning activities to build teamwork. Whatever you do, make sure it’s something that your employees will enjoy and look forward to.

3. Make Sure Employees Feel Heard

Employees who feel their voices are heard are more likely to be engaged and motivated at work. After all, feeling like you’re a part of the team and that your opinion matters is important to job satisfaction.

Some things you can do to ensure your employees feel heard:

  • Encourage open communication by creating an environment where employees feel comfortable speaking up.
  • Make it a point to listen to your employees and take their suggestions and feedback seriously.
  • Let employees know their input is valued and that you’re working to create a happy workplace for everyone.

4. Encourage Work-Life Balance

A healthy work-life balance is essential for employee happiness and productivity. Employees who feel like they have a good work-life balance are more likely to be engaged in their work and less likely to experience burnout.

An example of this is employees being able to take advantage of flex time and set their hours.

5. Celebrate Employee Accomplishments

Everyone likes to feel appreciated, and employees are no exception. When employees feel their hard work is being recognized, they are more likely to be engaged and motivated.

One way to show appreciation for your team members is by giving verbal praise when an employee does a good job. You can do this in a one-on-one conversation, during a team meeting, or even in an email.

Another way to show appreciation is by giving tangible rewards, such as gift cards, paid time off, or tickets to a show or event.

6. Salary Increase

An employee is happiest when they get a salary increase. A raise indicates that they are doing a good job and gives them a financial incentive to continue performing at a high level.

A salary increase can also help attract and retain top talent. If your employees feel they are paid fairly, they are less likely to look for other opportunities. As a result, a salary increase can be a valuable tool for promoting employee happiness in the workplace.

7. Create a Career Pathway

Employees who feel stuck in a dead-end job are less likely to be happy at work. On the other hand, employees who feel they have a clear career path are more likely to be engaged and motivated.

One way to create a career pathway for your employees is by providing opportunities for professional development. Professional development can include anything from paid training courses to tuition reimbursement for advanced degrees.

You can also create a mentorship program that pairs more experienced employees with newer employees. Mentorship programs can help newer employees feel like they have someone to look up to and learn from. It can also help more experienced employees stay engaged in their work.

8. Offer More Benefits

Apart from a salary increase, there are other ways to contribute to employee happiness by offering more benefits.

For example, you could provide a flexible work schedule, telecommuting options, or on-site child care. These benefits can go a long way in promoting employee happiness and retention.

Moreover, you could also offer other benefits, such as health insurance, a retirement savings plan, or paid time off. These benefits may seem like a small perk, but they can make a big difference to employees.

Benefits of a Happy Workplace

  • Productivity – When employees are happy, they are more productive.
  • Retention – Attracting and retaining top talent is essential for any organization, and a happy workplace can help.
  • Engagement – Engaged employees are more likely to go above and beyond for their organization.
  • Better customer service – If your employees are happy, they will be more likely to provide better customer service.
  • Improved bottom line – A happy workplace can enhance your organization’s bottom line.

The Takeaway

Employee happiness is essential to the success of any organization. You can do a few key things as an employer to help contribute to employee happiness in the workplace.

It is vital to make sure employees feel heard. Encourage open communication and allow employees to provide feedback. It is also essential to encourage work-life balance.

Make sure employees have the opportunity to take breaks and use their vacation time. Celebrate employee accomplishments and give them growth opportunities.

Finally, offer competitive salaries and benefits. By taking these steps, you can create a happy and productive workplace.

8 Learning and Talent Development Topics for Better Employee Retention

Investment in learning and talent development is an essential ingredient of every company’s engagement and retention plans. What is one crucial topic to include in employee L&D that will lead to better employee engagement and retention?

To help you create an effective L&D program, we asked L&D professionals and business leaders this question for their best insights. From including interviewer training to developing individual talents, there are several essential topics that may help you deliver a robust employee L&D for better engagement and retention.

Here are 8 must-have topics for better employee retention:

  1. Interviewer Training
  2. Communication and its Impact on Business
  3. Feedback Delivery
  4. Celebrating Achievement
  5. Leadership Development
  6. Build Emotional Intelligence Skills
  7. Goal Setting and Performance Feedback
  8. Develop Individual Talents

Interviewer Training

A must-have learning opportunity for all employees is interviewer training. By focusing on a task and responsibility that most employees engage in throughout their careers, you simultaneously give your employees the skills to contribute to building a more successful company with the right talent. Additionally, you give them skills to carry with them wherever they go next. Interviewer training empowers everyone to become a brand ambassador. It also encourages a truly inclusive and diverse workplace and gives all employees a chance to be better.

Ubaldo Ciminieri, Co-Founder and CMO of interviewIA

Communication and its Impact on Business

Studies show that collaboration drives workplace performance. Learning the value of communication and how it impacts the business should be a priority for all employees to understand. Beginning with the “why” communication is crucial to show how it can affect and change the culture by building trust across the leadership team and staff.

In creating a high-performing, high-functioning organization, there needs to be collaboration on all levels. This means we need to communicate and over-communicate. Things change when people you work with understand what you are trying to do, the why, and how it affects them. The outcome is a high-performing team where work gets done with highly engaged staff, and the company exceeds expectations on all levels.

Denise Moxam, VP of HR and Engagement at Production Solutions

Feedback Delivery

There are countless learning topics that can positively impact employee engagement and retention. One of the areas that I believe to be crucial is feedback. To be able to skillfully provide regular, accurate, and timely feedback can improve performance, increase trust, and build relationships. All of which have a direct impact on both retention and engagement. Of course, the results are dependent upon individuals’ competency in this area. While some people may have the inherent ability to deliver feedback the right way, at the right time most of us need training and practice.

Greg Forte, Senior Director of L&D at Precision Medicine Group

Celebrating Achievement

Celebrating is a powerful skill that all leaders need to have in their toolkits to confidently & effectively lead now. When you celebrate a teammate, you are demonstrating that you see them, care about them, and value their contributions and how they show up in the world.

Celebrating is a skill, and it needs to be included in your L&D strategy. When you have leaders who properly and consistently celebrate their employees, you will see motivation, trust, connection, belonging, engagement, and retention skyrocket! Throw that confetti, leaders!

Leah Roe, Leadership Coach & Founder of The Perk

Leadership Development

While it’s not typically part of the category of employee learning, building a healthy leadership practice at all levels of the organization may be the strongest driver of employee retention and engagement. Employees need the opportunity to grow and thrive in their careers. This will rarely happen without leaders who recognize and encourage their development.

We know that most learning happens on the job and in conversation with others who already know the job. A learning function that equips front-line, mid-level, and senior leaders with the mindset, skill set, and tool set to effectively grow their employees will have an exponential impact on employee engagement and retention (not to mention business results).

Leaders who simply see employees as a means to the end of profitability, customer service, or meeting their operational metrics miss the key ingredient to meeting these business goals. They will see their employees walk away to another opportunity where they can grow.

Dave Adcox, Director, Learning & Organizational Development at Whitley Penn

Build Emotional Intelligence

By building emotional intelligence skills in our leaders and our teams, we support their ability to create an environment where employees are engaged and want to stay. Through our learning and development efforts, we can help our employees understand and manage their emotions, navigate relationships, and build trust. Additionally, we can help them show empathy, reduce stress, communicate better, and inspire others. In doing so, we create a place where our employees thrive and our business grows.

Mary Tettenhorst, Sr. Vice President, L&D of General Electric Credit Union

Goal Setting and Performance Feedback

Since studies show engagement often hinges on an employee’s first 90 days, providing new hires a supportive onboarding experience that includes context on company objectives, culture, and communication standards is critical. Supplementing this with assistance on goal setting will help level-set expectations and facilitate a growth path for the employee.

Always, make sure that your managers are equipped with the knowledge to articulate performance expectations, deliver feedback and coaching, and provide development opportunities for the employee along the way.

Glenn Smith, L&D Manager at Nextbite

Develop Individual Talents

The single most important L&D topic has to be how to effectively develop your people. Unlike a capital investment that has a fixed ROI, investing in human capital has almost unlimited ROI. Not only are you increasing the capacity and competence of your team to create value, development telegraphs that you believe in your people enough to invest in them. When people feel like valuable members of a winning team, they will provide higher levels of engagement and discretionary effort. Development creates a virtuous cycle that benefits both the organization and its people.

Thane Bellomo, Director of Talent Management and Organizational Development of MI Windows and Doors