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]]>We are very interested to find out what kind of questions practitioners might have. To get a better perspective we will start an advance dialogue on an English and Dutch platform. We hope that this conversation will spill over to the offline lunch session we will have on July the second. Please find the online International platform here and the Dutch platform here.
Looking forward to meeting you either life or online!
Onno Hamburger & Ad Bergsma
Onno Hamburger is author of the book happiness at work; Improve your self leadership skills to flourish at work. He has extensive experience with implementing happiness at work in organizations. He works as a senior trainer and happiness at work coach. He runs his own company which focuses on happiness at work (www.happinessatwork.eu)
Ad Bergsma is author of happiness at work; Improve your self leadership skills to flourish at work. He is a psychologist, speaker, scientific journalist and happiness researcher. He received his Ph. D. on happiness a the Erasmus University in 2011. (www.happinessresearcher.com)
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]]>The post Are you happy with your job? (and what about your partner, friend or mother in law :-) appeared first on Happiness at Work.
]]>Perhaps if you take a closer look at these 10 happy and 10 unhappy factors it is already clear to you. For those of you who need (or want) more we made a little questionnaire. This can help you to assess whether your current job or potential future jobs are compatible with you. For each point, award a score of between 1 and 10 (1 = negative, 10 = positive). Naturally, for questions 1 and 2, a score of 0 is also possible. (For more information on this questionnaire take a look at chapter 5 of our book on Happiness at Work).
1. Read through the list of factors that contribute to a happy working environment (see above). How many of these ten factors are applicable? |
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2. Read through the list of factors that contribute to an unhappy working environment (see above). How many of these ten factors are not applicable? |
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3. The organization and function suits my personality. See this test for your personality. |
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4. I can make optimum use of my talents. |
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5. My values and goals are compatible with the vision and mission of the organization. |
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6. I get along well with my co-workers. |
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7. I have a lot of faith in my manager’s ability. |
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Total |
54-70: A great result! The chances are high that your work brings out the best in you. If you have completed this test for a potential new job, then seize the opportunity with both hands!
41-53: If this is your current job, then it might be an idea to see what improvements can be made. If this is a potential new job, then it is worth taking the time to think everything through. Are there any alternative jobs that could give you greater satisfaction?
26-40: If this is your current job, then it might be advisable to investigate whether any new opportunities are available to you on the job market. This score suggests that you are greatly in need of change. If this is a possible new job, then you should only take the job if you are in urgent need of work and there are no better opportunities on offer.
5-25: If this is your current job, then it is certainly time to look for new possibilities. If it is a potential new job that you can afford to turn down, then you should do exactly that.
Photo credits: Assistant on CabarEng assignment
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]]>The post How to create more flow in your work? appeared first on Happiness at Work.
]]>Flow is not like daydreaming. It therefore does not mean that you are losing yourself in random thoughts, such as when you have been driving for a while and you realize that you have covered a great distance without even noticing it. When you are daydreaming, you are not pushing yourself. You are simply on automatic pilot because what you are doing is entirely routine. When you find your flow, you immerse yourself in an activity that consumes your attention in its entirety. You need all of your skills and qualities to ensure that everything keeps running smoothly, and you have no time to stop and think about how you feel. It is a state of intense enthusiasm that completely takes over your being.
To generate flow, you need to be challenged just enough, and it is a delicate balance. If the challenge is too great, then you can risk overstretching yourself. At first, you get excited, but once your energy is too low to banish the insecurity, then apprehension and anxiety take over. In the long run, this reduces your level of happiness and decreases productivity, and can even result in excessive stress and burn-out. If you are challenged too little, then after a while, the feeling of safety and security turns into boredom and apathy. Paradoxically, it can also result in stress. In the long-term, ‘understretching’ yourself can result in a phenomenon known as bore-out: reduced productivity and danger of staff outflow due to extreme boredom.
The trick is to get yourself into a position where you are challenged just enough. You are the only one person who can tell when you are in full flow or if your level of challenge is too high or too low. You are the captain of your flow. Flow also results in optimal development and boosts happiness at work, so it is a good indicator of how happy you are in your work. Do you want to know more about flow? Take a look at this interesting Ted talk by Csiksentmihalyi on Flow. You can also take a look at chapter 3 of our book. Both will provide you with the inspiration and practical assignments to improve the amount of flow you can experience in your work. Enjoy!
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Some people believe that happiness at work means the eradication of all negative feelings. These people are heading for disappointment. Happiness at work means that the balance is tipped in favor of the positive and that you have the feeling that you are doing something worthwhile. However, even when things are going well, we sometimes need negative feelings, as they serve as a warning when there is a chance that things may go wrong. Negative emotions also help bring about change. The problem arises when you get stuck in these negative emotions, as the feeling of powerlessness that it brings is very unhealthy. The increase in stress and burn-out over the past 20 years shows that this is a significant problem.
Happy employees are not lazy pleasure-seekers: they are more active, more committed and more result-oriented. Studies show that on average, happy employees are 50% more motivated, more than twice as committed and are 30% more productive than unhappy employees.
It is often claimed that happiness is a personal thing that is impossible to measure. However, studies conducted over the past 30 years have shown that individual happiness certainly can be gauged. Using specially developed questionnaires, people can quite reliably indicate how happy they are. Happiness is therefore a perfectly measurable factor.
Although these two terms are closely related, there is a critical difference in usage. Job satisfaction is often a factor that is influenced by the organization, which creates circumstances that promote employee satisfaction. Happiness at work is a factor for which employees themselves are principally responsible. Studies show that while there is very little correlation between job satisfaction and productivity, there is clearly a positive correlation between happiness at work and productivity.
Happiness at work cannot be separated from happiness in your life as a whole. The disadvantage of this is that unemployment clearly has a negative effect on people’s general happiness. However, the advantage of this is that people who are happy at work are clearly happier in their lives in general. When you derive enjoyment, fulfillment and meaning from your work, this clearly has a positive effect on your general level of happiness. And vice versa, of course.
Some people think that philosophizing about happiness at work is only for intellectuals. However, nothing could be further from the truth. At every educational level you will find a comparable percentage of people who put their heart and soul into their work, while another percentage of the same group are simply there for the money. The more autonomy a person has, the happier they are. On average, managers and people who are self-employed feel happier. However, there are also ways to increase your autonomy without switching jobs.
The converse of this myth is that it is impossible to be happy if you have a boring job, which is equally untrue. The working environment is not the most important factor influencing your happiness. How you think and act is much more important. It determines the level of enjoyment, fulfillment and meaning you derive from both your work and your life, and it is completely independent of your particular working environment.
As more and more people (and organizations) are getting interested in happiness at work it is getting more important to have a good idea of what happiness at work is (and isn’t). In this post we focused on popular misconceptions about happiness at work. If you come across other myths about happiness at work please leave a comment or send us an email.
If you want to know more about happiness at work you can also take a look at our book. If you would like to get connected please “like” our Facebook page. We would love to stay connected!
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]]>Cal also wrote an interesting book on this subject. Both have inspired me to start thinking differently about passion. Passion without combining it with what you’re good at is pointless. And being good at something requires a lot of time, effort and endless practice. I wonder what you think of his story! Do you agree with him or not? Please let me know! Below or via email!
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]]>She is a world renowned positive psychology researcher who speaks with great authority and enthousiasm about her subject. She has an impressive list of publications and books in the field of positive psychology. I know of her work already for years but never met her in person. I was delighted she took the time to receive our book. This all happened at a sold out congres on positive psychology in The Netherlands.
On November 11 Barbara Fredrickson received the first copy of our book on happiness at work.
The new book by Barbara Fredrickson is about love. Using research from her own lab, Fredrickson redefines love not as a stable behemoth, but as micro-moments of connection between people. In her book she shows that the capacity for experiencing love can be measured and strenghtened in ways that improve our health and longevity. We want to thank Barbara Fredrickson for her encouraging words. Ad and I look forward to support you in your quest to bring the field of positive psychology to the next level.
The new book Barbara Fredrickson received is a combination of state of the art positive psychology, practical assignments and a personal narative that guides you through the process of becoming happier at work. People who already read the draft of the book mentioned that the book is both practical and evidence based. (Read more quotes here.)
See more from Barbara Fredrickson:
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]]>The post 3 reasons why happiness at work is the new trend (and is there to stay) appeared first on Happiness at Work.
]]>The current crisis has changed the priorities of employees. The world is changing so fast and the only thing you can be sure of is yourself. So people want to know who they are and what they want. People are less interested in money, a great company car or a fancy office. Finding pleasure, fulfilment and meaning at work is getting more and more important. Happiness at work focuses on all those three aspects (see figure 1). Employees are looking for organizations who understand and support their own happiness at work. If you want to attract or keep your talented people happiness is where you should start.
Research shows that people who experience positive feelings find it easier to think. On the other hand. Strong negative feelings (unhappiness) leads to narrow mindedness, dogmatism, unhealthy competition and distrust. Research (by the United Nations in 2013) shows that happy employees are more productive, creative and innovative. They are more co-operative and increase the likelihood of sales and profits throughout the organization. Happiness protects against stress at the workplace and decreases the level of absenteeism. Happiness at work is not only attractive for the individual but makes sense from an organizational perspective.
Job satisfaction has been an important variable over the last 20 years. But it is becoming less so. On the other hand happiness at work is becoming a fast growing trend. Why is that? There seems to be no relationship between satisfaction and productivity at work. Research shows that there is a strong relationship between happiness at work and productivity. Satisfaction is passive. With satisfaction you are fulfilled (by others). You don’t want anything any more. When you talk about happiness at work you talk about being full of energy, engaged and committed. All important factors for productivity. More and more organizations realize this and stop measuring job satisfaction and start measuring (and facilitating) happiness at work.
This article is an updated version of an article, originally publication in Dutch on GelukkigWerken.nl on August 10, 2007
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]]>In 1999 I started giving weekly leadership training to employees and managers from different organizations. If, in a group of 12 participants, one or two participants were working for a company in reorganization it would have been quite remarkable. Nowadays it is the other way around.
Organizations not in reorganization are the exception. Our company now confirms this rule. For the first time since the founding of Van Harte & Lingsma we have to say farewell to a number of highly respected colleagues.
What is a healthy way of dealing with such a reorganization? I notice that it often produces extra levels of stress. The first question arising is whether you are allowed to stay. Soon after you find out you’ve survived another question arises, “How do we proceed?” Fewer people are left, but often with the same amount or even more work. You have to do more with fewer people. It is a familiar theme, perhaps you recognize it in your own organization?
How do you deal with such the new situation after reorganization? Are you stressed because of the extra work and increased uncertainty? It is common sense that too much stress is unhealthy but how much can we take? The psychologist Kelly McGonical has done some work on the subject. Maybe we’re you are ready for another perspective on stress?
Research by McGonical shows: stress is not unhealthy in itself. Even when stress gets very intense, you are able to minimize its negative impact. What is important is how we deal with stress. According to her three things can help with to cope better and more healthily with stress.
Create meaning. During reorganizations actions are taken that often seem nonsensical and strengthen a sense of futility. By focusing too much on what you cannot influence, your attention only enhances these feelings of futility. Try to create meaning (once more) in your work, wherever possible. Why did you start to do this work in the first place? What were your motivations? See if you can strengthen a sense of meaning in your work.
Increase your sense of influence. The feeling of powerlessness is, according to McGonical, the sickening part of stress. Her research shows that vasoconstriction occurs only with people who feel stress is bad for them. People who do not have such an idea, aren’t bothered by the physical effects. Try to find whatever helps you to have a sense of influence on your own stress. For one person, this means doing yoga, another might be a strong believer in breathing exercises, practicing mindfulness or exercising regularly in the gym.
So try to let go of the idea that stress is inherently bad for you. It appears to be, that this specific belief is the main cause for harmful effects.
It might sound strange, because you already have enough on your plate during a reorganization. However, caring for others in stressful situations proves, specifically for the ones that do care, to have a strong protective effect. Research shows that in major stressful situations – such as financial problems or a family crisis – the risk of dying goes up by 30 percent. The striking thing about McGonical’s research, is that the negative effect of stress is completely absent for people who actively provide care to others.
One of the best ways to be healthier in dealing with stress from reorganizations is to help others. In that way, you’re doing something useful. You only need to shift your beliefs for a moment and forget that stress is bad for you. Perhaps this story helped? Have a look at the inspiring TED story shared by Kelly McGonical herself. And enjoy it!
How did this story help you? Or do you have other ideas on how to deal with stress during reorganizations? Feel free to share your ideas below.
This article was originally published in Dutch on GelukkigWerken.nl on 20 sep 2013
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]]>The post Semler on Happiness at Work appeared first on Happiness at Work.
]]>We are in a crisis. No one can deny that! Part financial crisis but also a crisis to reorganize the way we work. The internet and the economic changes it creates is completely changing the way we work and interact. And we have to do more with fewer people. Markets are changing rapidly or are disappearing all together. This generates fear and insecurity. At the same time we need inspiration, innovation and openness towards new ideas to overcome our challenges in a totally different way.
Ricardo Semler has chosen for years now to focus on trust, openness and love within the organizations he runs. He wants his employees to become happy at work. The result of his focus has been enormous success (and wealth). Can we learn something of his ideas and perhaps even implement them in our own organizations?
Within my own organization we do our utmost to implement Semler’s ideas. Sometimes with great results and at other times we are falling back to old principles like checks and control. How does that work in your organization? Is organizing the Semler way possible or do you think this is fantasy land which might work in sunny Brazil but is doomed to fail in the country you live in. I am really curious about what you think about this!
You don’t know Semler or you want to know more about his ideas? Check out Semler on Happiness in this interview on how he organizes his companies:
Here you can find a link to his book on Amazon:The Seven-Day Weekend: Changing the Way Work Works
This article was originally published in Dutch on GelukkigWerken.nl on 8 feb 2013
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]]>How do you take good care of your employees without losing sight of the results and profitability of the business? To answer this question researchers have been investigating the connection between satisfaction and productivity for ages. Often it is hard to find a correlation. Sometimes you find one but the connection is really weak. Traditionally many organizations keep focusing on job satisfaction. The classical stance is that the organization (or the unions) should take care of your job satisfaction. This fits very well with the old world. Everybody has his or her own fixed position within the organization. The world is moving slowly and is mainly static and organized bottom down.
Source image via flickr.com: lululemonathletica
The dynamics of the current situation require a very different perspective. Change is the only constant. So this means continuing adaptation from both employees and the organization. This also fits a different way of looking at work. Employees will become more responsible and need to lead themselves much more. So a new range of competences is needed. People need to know and direct themselves much more. Skills that are not always learned at college or university. This change also creates different needs with employees. They want to know themselves much better. Be aware of their strengths and passions. So they can direct themselves much better. That is one of the reasons why organizations focus more on employee happiness. Why should they do that? Research shows that happy employees differ a lot from their unhappy colleagues.
When you look at the differences between happy and unhappy employees it is very important to shift your attention as an organization from job satisfaction to happiness at work. An important question is of course what is the difference between those two? Let’s take a look at some differences:
Some people associate happiness at work with positive thinking, always smiling and everything should be fun. This is absolutely not the case. To put it more strongly. Research by Fredrickson shows that forced positivity (think about the ever smiling stewards on airlines) can lead to a strong increase in stress and unhappiness at work. Happiness at work is (mostly) an internal job. Its about how you feel and how you evaluate your own happiness (at work). Hard work, helping others, using your talents to the max and trying something difficult are all activities they might increase your happiness at work but certainly not always bring about a smile or generate laughter.
One of the first things to do is to start talking about happiness at work with your colleagues, managers or employees. Does the idea of “happiness at work” relates to their way of thinking and does it fit with their interests and needs? When this first step has been taken you are ready to dive a little deeper. How happy are they at work? A quick happiness at work scan can facilitate this. Sometimes it is advisable to start 1 to 1 conversations to introduce the subject to staff. Talking about happiness at work is different from talking than talking about performance, commitment or sick leave. People should feel free and safe to talk about happiness at work. And you can’t force people get involved with their happiness at work. But if the other is willing to take a look at this subject the impact on the individual, the team and organisation can be immense (is my experience). People taking up their own leadership concerning happiness at work and an organisation facilitating this can become a positive spiral which generates a lot of positive energy. Enjoy the journey!
This article was originally published in Dutch on GelukkigWerken.nl on 1 feb 2009
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