What makes us happy at work



Aiming for a happy workforce isn’t just an act of pure kindness, it’s a sustainable business strategy. An ADP study found that companies with highly engaged and motivated employees are able to increase the overall profit by 26%.  But it does not stop here. Another study, conducted by the Goethe Universität in Frankfurt found, that a general culture of recognition in the working places reduces the risk of burnout.

Happy employees not only work more efficient they are also less sick, resulting in an overall increase in productivity. Sometimes a simple “Thank you” is the only difference between a successful company and a failing one.



Freedom of Choice

Of course, it never stops at recognition. To motivate employees, companies need to allow them room for maneuver. Freedom allows the workforce to learn, develop and juggle important tasks dynamically, which increases the rate of adaptability, innovation, and speed within a company. One way of granting this freedom is Flextime. The possibility for every employee to adjust her working hours according to her own biorhythm.

Till today the majority of employers fear that too much flexibility offers incentives to slack off, but what actually happens by granting Flextime is that companies increase the work-life-balance of their employees. And they give thanks in form of higher productivity and going the extra mile. The bottom line is, that a reign of control and micromanagement seems like a rational way of managing your workforce.

However, quite the opposite is true. Granting your employees freedom and giving them flexibility shows that you not only value them as a part of your workforce but also as human beings. A feeling that the workforce of today needs and also expects. Turning from controlling your workforce to granting them flexibility is a scary step because you give away control. However, if you are brave enough to go this step, you will recognize the benefits quite early in form of higher productivity and better outcome.

If you think, flexibility seems like a good idea, but could never be applied to your company or your workforce, you should ask you the following: If you can’t trust your employees to work productively without you controlling them, then why are you trusting them with the success of your company?

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