Short-Term versus Long-Term Employee Happiness

What makes for happy, engaged employees?  Is it luck (I hope you know that was a trick question)?

Creating a culture where employees are at their highest levels of engagement (happiness) needs a long-term view and, most importantly, a mindset from leadership that Employee Engagement is one of the most value-adding strategies that we can deploy.  Long-term happiness among employees needs a long-term view – there is no quick fix.

Short-Term Fixes

Some tactics that bring employee happiness albeit short-term are:

1. Salary increases
2. Parking spots
3. Beer Fridays
4. Pizza
5. Foosball tables in the lunchroom

Long-Term Strategies

Long-term happiness on the other hand takes dedication from leadership and often, a change in the way we lead.  Here is my must-have list for your long-term plan:

1. Clear and Compelling Purpose.  It has been proven that human beings will be more satisfied (happy) when they have a ‘cause’ that is bigger than themselves.  When people are working towards a purpose that aligns with what they believe in, they will work harder for that cause than they will for a paycheck. And… profit is not a cause, it is an outcome.  Purpose is not ‘what’ you do – it is ‘why’ you do it.  Confused about how to create a compelling purpose?  Email me and I will help you.
2. Get Out of Your Office! In 2015, the Gallup organization published a chart that represented two different kinds of cultures.  One with highly engaged employees.  The other one represented their findings in organization with poor employee engagement.  The difference?
   1. Someone talked to each employee about their progress (what a concept…..)
   2. Someone encouraged an employee’s development
   3. Employees had been praised lately
   4. Employees had opportunities for development
   5. Employees had friends at work (this is a direct result of hiring people that are values aligned and have ‘character’)
   6. Employees felt that leadership cared about them
   7. Employees felt that their opinions mattered
   8. Employees felt that their jobs were important to the organization
   9. Employees knew what was expected of them

The part that baffles me though is that everything above is actually so easy to do! However, I keep running into leaders that feel it is not their job to create an environment that is focused on a purpose and leading a culture where all leaders actually (and truly) care about their people.

Want long-term engagement that brings higher levels of satisfied customers and profit?  Stop thinking pizza and foosball tables.  Start thinking about a culture of purpose and caring.

Robert Murray is a Vancouver, BC based Business Strategy Consultant, #1 Best Selling Author, International Keynote Speaker, and TEC Top Speaker of the Year for 2018. For further advice, insight and inspiration on how to unlock your inner leader, connect with Robert on LinkedIn.

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